Unleash the power of a connected, productive digital workplace

The maturity model is informed by four dimensions of digital maturity.

1. Business outcomes: Measurable, quantifiable goals an organization wants to achieve.
2. Workplace experience: The sum of a human’s lived experiences at work and how the workforce feels about their organization. Essentially, how work impacts life and outlook, including the job itself, coworkers, mission, work-life balance, and personal growth.
3. Technology capabilities: With a clear sense of their intended business outcomes—and a deep understanding of the optimal workplace through lived experiences—companies can implement and sustain the systems or platforms that enable the digital workplace.
4. Digital mindset and adoption: Companies understand that in order to effectively set and meet business objectives, their digital workplace must be equipped to mature, embracing an agile mindset of continuous improvement.

To evaluate where a company stands and help them determine the next steps to enhance the digital workplace, Deloitte’s digital maturity model uses a continuum comprising four levels. Each considers an organization’s business outcomes, workplace experiences, technology capabilities, and digital mindset.

1. Basic: An organization’s digital workplace is not designed to deliver on desired outcomes, and the worker experience and technology capabilities tend to be siloed and disjointed.
2. Developing: The organization’s capabilities are developing through using fewer platforms, but some tools may be redundant. The worker experience is somewhat connected across siloes.
3. Expanding: The workforce experience is integrated across the enterprise, and technology is streamlined, providing intuitive, integrated, and personalized user experiences. Workers have greater connectivity and experience is more personalized.
4. Leading: Workers are fully connected, and the organization is able to achieve complex outcomes in their digital environment. The experience is seamless, hyper-personalized, and continuously improved.

Equally important as the four levels themselves are the spaces in between, and companies must travel through those spaces to grow in digital maturity. As a company travels from one level to another, pursuing paths and addressing potential pitfalls along the way, they can ultimately improve retention, engagement, and productivity.

Our report details the routes businesses can take to move between levels and what those routes will look like on a granular level for employees and teams, but here are some examples of before and after states as companies navigate from one level to the next.

Basic to Developing

• Basic Before: The manager’s team is siloed, causing them to feel disconnected from the organization as a whole and dampening their enthusiasm, productivity, and engagement in their day-to-day work.
• Developing After: The manager can step back and focus on teambuilding and goalsetting, which better positions them to create assets that improve the bottom line.

Developing to Expanding

• Developing Before: A financial services organization has teaming solutions with many social and collaboration tools, but redundancy and limited features make it hard for a new employee to feel a sense of inclusivity or belonging. They feel overwhelmed and don't know where to direct questions.
• Expanding After: They onboard quickly and become an engaged employee because seamless technology and practices have been put in place. This encourages connection and fosters positive workplace culture across the company.

Expanding to Leading

• Expanding Before: Content is centralized and personalized, but the HR agent’s organization still has siloes, limiting them from offering the level of cross-functional support that best serves employees and job candidates.
• Leading After: Because the HR agent is doing the work they are uniquely qualified for alongside other engaged employees, they feel more engaged. Meanwhile, their productivity is increased, and employees report higher satisfaction interacting with HR.

By empowering the workforce, a robust digital workplace enables a range of positive business outcomes—measurable goals that help organizations prioritize initiatives and clarify what success looks like. Plus, it amplifies the workplace experience to improve how people work:

• Increasing the ability to work flexibly across physical and digital places
• Providing insights and linkages to their organization's mission
• Connecting them with the people they work with
• Encouraging their growth and development
• Supporting their well-being and sense of belonging
• Boosting productivity and engagement to foster meaningful work