Digital Literacy is not a skill set, it’s a mindset. It’s a person’s ability, confidence, and motivation to successfully navigate and use digital environments to achieve their desired outcome. That outcome may include interacting with systems to access resources, synthesizing information to create new insight, and communicating with others. When rolling out a new system, be it a resource or a digital tool, everyone will start out with zero experience. The difference will be between those who are able to adopt it quickly and those who struggle.
“Managers spend up to 2 hours a day looking for information” Accenture
Lower digital literacy can significantly limit a person’s ability to achieve these objectives, causing them to feel not only less confident in their efforts but also less motivated to try. This comes at a significant cost, in the time and energy lost through not using digital tools efficiently, and the opportunity cost of a person choosing not to engage with them at all. This is why it’s important to help ensure your people are ready, willing, and able to interact with your new digital tool or resource.
Are you introducing a new tool, platform, or resource into your organization (e.g., HR software)?
To ensure learners are prepared to interact with it, there are a number of strategies that should be used together.
Action relies on a combination of adequate motivation, confidence and ability. Some of these strategies will be ones you can apply as the person rolling the tool or resource out, while others will rely on the support of the organization. If your target group has low digital literacy, the work to help them be ready to interact with system may be significant, but so is the ultimate benefit, when they get the most from the experience.
It might also be worthwhile to conduct a training needs analysis to identify broader areas or cohorts where digital literacy skills are lacking, and then you can assign relevant goals and invest in training as professional development.
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