The gauntlet has been thrown down: Employee Experience is a critical competitive differentiator that will deliver long-term profitability. You can’t deliver a frictionless, seamless, personalized and relevant Employee Experience without a vision, a strategy, and the right foundational technology to help you empower and sustain it. For many organizations, upgrading and digitizing a modern workforce experience requires HCM Transformation, or building or upgrading a solid Core HR platform upon which you can build, deliver and measure the desired experience.

Do you have that expertise and bandwidth on your team? What about insider bias, where you can’t see the forest through the trees? And the most common conundrum we hear: “We can’t get everyone on the same page. We have a digital HR vision, but getting everyone to subscribe to a common, shared vision that’s espoused from the top down is next to impossible.”

In our first installment of Partnering for Success, we help you think about partnering with a consultant versus tackling transformation work internally.

Consider this:

Once you’ve considered the right approach to your Digital Transformation project, you’re in a better position to seek the right expertise, plan the necessary resources, and initiate your project thoughtfully. If you decide a third-party consulting partner is not only necessary but more likely to drive and sustain intended outcomes, don’t forget to consider whether there really is a one-stop shop or whether you need multiple specialty partners. (I might need a surgeon, but I don’t want an orthopedic surgeon when I require brain surgery.)

In our next installment of Partnering for Success, I’ll lay out criteria to consider in selecting the right partner for you.

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