Crucial to the success of digital change is to ensure that the technology itself is not driving or leading the change. Employee and organisational considerations should be dealt with first and should influence the technology design (rather than the change being led by the features and constraints of the technology). Following these steps will facilitate an environment where employees feel valued and considered within the digital change. 

It is also important to implement the organisational changes identified in the future scenario before implementing the technology itself. This can include new structures, processes, and roles, along with training and education agendas, and communication activities such as workshops, demonstrations, and webinars about the new technology and new ways of working. Implementing such organisational changes first helps to lay the groundwork and create a supportive organisational context which makes it more likely that employees will develop positive digital attitudes (due to a better fit between organisational structures, processes, job roles, skills and technology). Creating a supportive organisational context can increase the success of new technology implementation and ensure its long-term benefits are realised.