Top 5 Practices for Digital Workers

The U.S. workforce is not growing as quickly. The growth rate is predicted to decline by roughly 50% over the coming ten years. Industry and corporate struggles with attrition, skill gaps, and stagnating performance are common topics in the news.

Adopting digital worker technologies can increase productivity by automating line-of-business operations in a market where skilled labor is becoming more scarce. Digital workers, when applied carefully, can also increase job happiness and, as a result, the retention of your most valuable resource: people.

The Fresh Digital Workforce

Digital employees have an identity in the company, including a level of power, peers, and a person to whom they report, much like human employees do. They have credentials, just like individuals, that allow them to engage with certain systems, persons, and levels of security. They also have the same job-specific abilities as human hires and the capacity to acquire new ones.

Today's digital workers assist HR personnel in creating job descriptions, creating candidate lists, and getting in touch with applicants. They assist customer support teams in scheduling follow-up meetings and approving exceptions.

The more sophisticated digital worker software may connect with many systems and processes, talk interactively with people and seek their input, and recall and learn from previous interactions to enhance workflows.

Adoption of Five Excellent Practices for Digital Workers

Best practices are developing as digital worker technology advances to assist company leaders in realizing a return on investment through increased productivity and improved business results.

1. State the Obvious, but Begin Modestly

The founder and CTO of IBM Garage, Rachel Reinitz, an IBM Fellow, advises using a "small slice of workload" to demonstrate a technology's viability, start realizing benefits immediately, and gain support. Get individuals accustomed to and confident about using digital workers while avoiding drastic change.

2. Early and Frequently, Start with the End User

Start with the input of those employees since digital workers are intended to relieve employees of labor that can and should be automated. What are the tasks that take the most effort and time from them? What use cases will enable them to achieve their main corporate goals? By offering human employees the ability to allocate tasks, improve personal productivity, and enhance the employee experience, digital workers are meant to assist them in becoming even more productive at their employment.

3. Face Fears Head-On with Clear Future Directions

Employees may be skeptical or afraid of the idea of digital workers. For them, hearing that a human employee will be taking over some of their work might not feel any different. They can ponder, "Why is this aspect of my job disappearing?" Will I have to supervise this new hire?

Remind them that the purpose of digital workers is to eliminate the tedious aspects of their jobs, such as cleaning dishes by hand using a dishwasher. Based on their experience, learning capacity, and communication abilities, the aim is to support individuals in concentrating on their distinctively human talents. Give staff members a clear path for professional growth to advance those human qualities to allay their concerns.

4. Keep High-Touch Use Cases in Mind

Digital workers may be your first choice for repetitive manual activities, but don't ignore the procedures that require continuous human evaluation or involvement. Digital worker technology can function as a highly effective project manager as work proceeds from stage to stage. It connects effectively with communication channels like email, Slack, and chat.

5. Examine Individual Effects

Employees' ability to assess their performance (and happiness) before and after utilizing digital workers is equally vital. However, managers will need to measure the impact of digital workers at a team or departmental level through an ROI lens. Before adopting digital workers, think about performing more thorough time tracking of jobs and employee satisfaction, so you have a standard to measure against.

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