The evolving role of HR in the digital workplace revolution

Understanding the digital workplace

A “digital workplace” is more than a collection of tools. It is the environment where employees communicate, collaborate, and get work done using technology. Platforms like Microsoft 365 are now part of everyday work life.

With this evolution, HR’s role has expanded. Instead of focusing solely on policies and administration, HR teams are increasingly shaping how these tools are adopted and how they impact the employee experience. They are helping turn technology into something people actually want to use.

A new role for HR

Sutter explains that the most forward-thinking HR teams have become the voice of the organization and its people. They rely on engagement surveys, feedback, and real-world insight to understand what employees truly need.

Rather than treating technology as a problem to solve, they put people first. The question is no longer “Which tool should we deploy?” but “How do our people work, and how can we support them better?” This mindset has pushed HR into a more strategic role, especially in digital workplace projects over the past few years.

Driving engagement and adoption

Adoption does not happen by accident. HR teams that succeed take time to understand how different groups work, what slows them down, and what motivates them.

Making change manageable

Change is part of every digital initiative, and HR is well placed to guide it. Many teams now use change management practices, sometimes formally, sometimes instinctively, to structure how change is introduced.

By using existing communication channels and habits, HR can keep everyone informed and aligned. This reduces confusion, builds trust, and lowers the risk of projects stalling or failing. It also helps create a culture where improvement is continuous, not disruptive.

Culture matters as much as tools

Digital transformation only works if the culture supports it. Sutter highlights psychological safety as a key factor. People need to feel safe to try, fail, and learn.

When ambiguity is reduced and communication is clear, employees are more willing to engage with new ways of working. HR plays a central role here, helping teams navigate uncertainty and maintain a sense of belonging during periods of change.

Handling change fatigue

Constant change can be exhausting. Many employees feel worn down not by the tools themselves, but by the uncertainty that surrounds them.

Open communication makes a real difference. When people understand why changes are happening and where the organization is headed, anxiety drops. HR can help frame transformation as a shared journey rather than a series of disconnected initiatives.

Working together across teams

A successful digital workplace is never built by one department alone. HR, IT, and business teams need to work hand in hand.

Sutter points out that involving all stakeholders early leads to better decisions and better outcomes. When silos disappear, technology aligns more closely with real needs, and adoption becomes far easier.

Rethinking success metrics

Click rates and page views only tell part of the story. To understand whether a digital workplace is truly working, HR leaders should look deeper.

Useful indicators include how long key processes take, whether employees can find information easily, and whether unofficial tools are disappearing. These signals reveal whether technology is genuinely helping people do their jobs.

Conclusion: what this means for HR

The digital workplace is redefining HR’s mission. No longer limited to operations, HR is becoming a strategic partner in shaping how work feels and functions.

By staying human-focused, encouraging collaboration, and communicating clearly, HR teams can drive meaningful change. The insights shared by Sutter Schumacher offer a practical roadmap for any HR leader who wants to make a lasting impact in a modern organization.