The document discusses 10 insights into digital transformation trends for the digital workplace: 1. Digital transformation requires a new way of organizing, engaging customers and employees through cooperation and collaboration. 2. HR must transform to be agile, employee-centered and leverage consumer technologies to create new solutions. 3. Organizations must commit to a change-agile strategy to remain competitive by engaging and empowering their workforce. 4. Prioritizing employee experience allows companies to embed their culture and recruit/retain top talent.

1. 10INSIGHTS by I&S Lab
G e t t i n g r e a d y f o r t h e D i g i t a l W o r k p l a c e
DIGITALTRANSFORMATIONTRENDS

2. 1.DIGITALTRANSFORMATION
“Digital transformation is not just shiny new technology,
it’s a new way of organizing, engaging with customers and
employees, and how we build networks of expertise and
trust – through cooperation and collaboration – working
faster, better, smarter than ever before.”
Josh Bersin
Principal and Founder of Bersin by Deloitte, leading research and advisory firm
focused on talent management, leadership, HR technology.
Designing the Enterprise 2.0

3. It is time to “prepare for transforming HR to be agile,
employee-centered and digital. Which means having a new
mindset, plus a set of consumer-focused and technological
skills to create new HR solutions.
Above all, it requires a belief in the power of leveraging the
latest consumer technologies inside HR.”
Jeanne Meister
Keynote speaker on the future of work and the growing importance of employee
experience in the workplace
Source: “The Employee Experience Is The Future Of Work: 10 HR Trends For 2017” (Forbes Leadership - January 5, 2017)
2.HR TRANSFORMATION
Transforming HR

4. 3.CHANGE-AGILE
“A change-agile organization prioritizes a nimble, flexible
culture to stay ahead of rapidly changing market trends.
Organizations need to commit to a change-agile strategy if
they intend to remain competitive—and that calls for
business executives and HR leaders to collaborate to
engage and empower their workforce.
Ilya Bonic
Senior Partner and President, Career Business for MERCER
Source: MERCER’s Talent Trends 2017 Global Study
Designing the Enterprise 2.0

5. “Employee Experience is defined simply as seeing the world
through the eyes of our employees, staying connected, and
being aware of their major milestones.
Making the workplace an experience allows companies to
embed their culture and values in the workplace and use
this to recruit and retain top talent.”
Jeanne Meister
Keynote speaker on the future of work and the growing importance of employee
experience in the workplace
Source : “The Employee Experience Is The Future Of Work: 10 HR Trends For 2017” (Forbes Leadership - January 5, 2017)
4.EMPLOYEEEXPERIENCE
Workplace 2.0

6. Transforming HR
5.1.EMPLOYEEENGAGEMENT
“The ultimate challenge and the most urgent for HR is to
look at how they are engaging their people – whilst at the
same time providing open access to the best, most easily
used tools on the market today.
I know I feel engaged when my company provides me
everything I need to win the day and to achieve my targets. ”
Jeff Wellstead
Partner, Digital People Practice at Digital Works Group

7. “High engagement—defined largely as having a strong
connection with one’s work and colleagues, feeling like a real
contributor, and enjoying ample chances to learn—consistently
leads to positive outcomes for both individuals and
organizations, including higher productivity, better-quality
products, and increased profitability.”
Paul J. Zak
Author of Trust Factor: The Science of Creating High-Performance Companies (2017)
Source : “The Neuroscience of Trust” (Harvard Business Review - January–February 2017)
5.2.EMPLOYEEENGAGEMENT
Enterprise 2.0

8. 6.MOBILEDEVICES
“Allowing employees to complete mundane tasks in fewer
steps and on their phone saves time and headaches,
making enterprises far more productive.
Smarter workflows allow workers to handle things on their
own, without needing to wait for someone else. All it
takes today are a few clicks on a smartphone.”
Vinod Subramanyam
AVP & Head of Digital Experiences at Brillio
Workplace 2.0

9. “Building a culture of trust is what makes a meaningful
difference. Employees in high-trust organizations are more
productive, have more energy at work, collaborate better
with their colleagues, and stay with their employers longer.
They also suffer less chronic stress and are happier with
their lives, and these factors fuel stronger performance..”
Paul J. Zak
Author of Trust Factor: The Science of Creating High-Performance Companies (2017)
Source : “The Neuroscience of Trust” (Harvard Business Review - January–February 2017)
7.CULTUREOFTRUST
Enterprise 2.0

10. “Uncertainty about the company’s direction leads to
chronic stress, which undermines teamwork. Openness is
the antidote. Organizations that share their “flight plans”
with employees reduce uncertainty.
Workforce engagement improves when supervisors have
some form of daily communication with direct reports.”
Paul J. Zak
Author of Trust Factor: The Science of Creating High-Performance Companies (2017)
Source : “The Neuroscience of Trust” (Harvard Business Review - January–February 2017)
8.INFORMATIONSHAREDBROADLY
Workplace 2.0

11. “At work we often get the message that we should focus on
completing tasks, not on making friends.
When people intentionally build social ties at work, their
performance improves. Adding a moderate challenge to the
mix will speed up the social-bonding process.”
Paul J. Zak
Author of Trust Factor: The Science of Creating High-Performance Companies (2017)
Source : “The Neuroscience of Trust” (Harvard Business Review - January–February 2017)
Workplace 2.0
9.PEOPLEMORECONNECTED

12. “Recognition has the largest effect on trust.
Public recognition not only uses the power of the crowd
to celebrate successes, but also inspires others to aim for
excellence. And it gives top performers a forum for
sharing best practices, so others can learn from them.”
Paul J. Zak
Author of Trust Factor: The Science of Creating High-Performance Companies (2017)
Source : “The Neuroscience of Trust” (Harvard Business Review - January–February 2017)
10.EXCELLENCERECOGNIZED
Enterprise 2.0

13. Christophe MASCARIN
Transformation Partner, Founder at I&S Lab
Digital Enterprise Innovation & Strategy
Linkedin.com/in/chmascarin
E-mail cmascarin@i-s-lab.com
Twitter @ChMascarin
We help companies design and implement the Enterprise 2.0.
Working closely with local change-makers on the ground, to
transform how people work and shape the future. Together.
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