Digital Dexterity in 2025 (What It Means & How to Develop It)

When employees learn new digital tools with curiosity & master them proactively, digital dexterity naturally develops—first within teams, then across the organization!

Take Excel, for example. Your employees have likely used it for years to manage data and crunch numbers—it’s reliable and familiar.

Then came Power BI—not as a replacement, but as a tool to enhance how teams work with data. Instead of static spreadsheets, employees could now create real-time visuals—graphs, heatmaps, and pie charts—within seconds.

What does this tell us? Using basic tools like Excel isn't enough anymore.

To stay ahead in 2025, employees must be agile, continuously adapting to new tools and workflows. That's what digital dexterity is all about: blending the old with the new and using technology to work smarter, not harder.

Businesses that prioritize digital dexterity build workforces that adapt faster, innovate smarter, and perform better. But building this capability doesn’t happen overnight—it requires the right mindset, continuous learning, and strong leadership.

So, what does digital dexterity in 2025 look like? And how can organizations develop it? Let’s dive in.

Scan & Select What Interests You⤵️

🔹 What is Digital Dexterity?

🔹 What Does Being Digitally Dexterous Look Like?

🔹 Why is Digital Dexterity Important?

🔹 Who Should Lead Digital Dexterity Training?

🔹 Why (or When) is Digital Dexterity Hard to Achieve?

🔹 How Can We Bridge Digital Dexterity Gaps Across Generations?

🔹 How to Build a Digital Dexterity Training Program (in 8 Steps)

🔹 DAPs: The Catalyst for Tenfold Growth in Digital Dexterity

Let’s dive in—because the future of your workforce depends on it.

What is Digital Dexterity?

Digital dexterity is the desire and ability of an employee to learn and use digital tools and technologies – driving business success. It’s a skill some naturally possess, while others can cultivate over time.

It’s about embracing the everyday evolving digital tools and systems that shape how we work, how we think, and how we tackle challenges.

More recently, Gartner refined its definition of digital dexterity as a learned ability that promotes collaboration, adaptability, analytical thinking, & creativity (all of which are super-important soft skills an employee should have).

As highlighted in the introduction with Excel and Power BI, digitally dexterous organizations actively leverage both established and emerging technologies to drive better business outcomes.

What Does Being Digitally Dexterous Look Like?

Imagine someone booking a flight online. They use a laptop, mobile device, and internet, navigating through online banking or virtual wallets to complete the purchase. By doing this, they save time, money, and effort—no third-party help needed.

In the business world, it’s similar. Employees who are digitally dexterous can make the most of tools at their disposal, making sure technology is used to its fullest potential.

At the heart of digital dexterity are two core elements: Ambition and Ability.

Ambition is driven by Personal Innovativeness (PI)—the willingness to embrace new tools, take risks, and learn from failure.

1. Personal Innovativeness: Picture someone who’s not afraid to experiment with the latest tools and technologies, even if it means failing a few times. These individuals look at failure like a scope for improvement. They seek change. They find creative ways to integrate new technologies into their workflows.

Ability, on the other hand, is fueled by Self-Efficacy & Technology Efficacy—the confidence employees have in their ability to master tasks and tech-related challenges.

2. Self-Efficacy: Have you ever felt like you’ve understood a task so well that you can do it with your eyes closed? That’s self-efficacy—the confidence that comes from practice & repetition. When employees feel this level of confidence, they’re motivated, engaged, & ready to adapt to any new challenge that comes their way.

3. Technology Efficacy: Employees with strong technology efficacy know how to use digital tools to their full potential, producing high-quality results. But this kind of proficiency doesn’t happen over a fortnight. It requires the right training, a focus on skill development, and an organizational culture that encourages growth.

Being digitally proficient is about building the skills and confidence to use digital expertise in ways that align with organizational goals.

Why is Digital Dexterity Important?

The real way to answer this question is to acknowledge the COVID-19 pandemic that compelled organizations to either:

• Shift to remote work
• Cut costs

While cutting costs, many organizations chose to freeze hiring & promotions, lay off staff, cut down on training. The only area of increased investment? Digital technology. 69% of organizations plan to increase spending in the coming years.

Plus, the ChatGPT’s launch amplified AI dialogue in the business world, pushing companies to focus on using new technologies. They are continuously investing in training programs for building digital dexterity skills.

Do you see 'why' digital dexterity is important? It's the skill that reveals how well investments in digital tools are paying off—are they delivering the expected ROI?

As organizations increasingly invest in digital tools to automate repetitive tasks, there’s a growing expectation for employees to be adaptable and tech-savvy—that is, digitally dexterous.

Who Should Lead Digital Dexterity Training?

Now, the million dollar question: who should manage digital dexterity training programs?

Let’s start with IT departments. They’re the guardians of a organization’s tech infrastructure, understanding how tools function and making sure everything runs smoothly. Their expertise is important for selecting and integrating the right tools.

Now, thinking of HR and Learning & Development (L&D) executives. They are the ones to plan employee growth, personalizing training experiences to meet diverse needs. They focus on the human element—motivation, engagement, & personal development.

In our view, the most successful strategy is one built on collaboration.

IT can share insights on tool selection, while HR and L&D can create programs that promote a culture of digital dexterity. By working together, they can give employees the skills they need and help them develop a mindset of adaptability and innovation.

Why (or When) Digital Dexterity Is Hard to Achieve?

Once you identify what’s making it difficult, you’ll be better prepared to scale the learning curve. Here are 10 possible reasons when digital dexterity doesn’t come naturally:

1. Rapid Technological Change

"Every time I feel like I’ve finally mastered one tool, another one pops up to throw me off course" – This is a thought many employees share, overwhelmed by the constant evolution of technology. The pace of innovation can make it difficult for employees to keep up, creating a sense of never-ending learning.

This is the starting point because it sets the stage for why digital dexterity is so hard to achieve in the first place.

2. Lack of Training Resources
Once employees face rapid changes, inadequate resources compound the problem, as they lack the tools they need to succeed. Without the right resources, employees struggle to navigate new systems. Insufficient training materials and sessions often lead to frustration and hinder the development of digital dexterity.

3. Inadequate Leadership Support
When leadership doesn’t actively support digital initiatives, it sends a message that these digital dexterity skills aren’t a priority. Employees may feel unsupported, leading to disengagement and a lack of motivation.

4. Cultural Resistance
Employees often resist change, especially when the culture of the organization discourages experimentation. This resistance to new tools and methods limits growth, as employees prefer the familiar and avoid embracing new technology.

5. Generational Gaps
The issue of generational differences becomes relevant after addressing resistance and leadership. Employees from different generations have varying levels of comfort and proficiency with technology.

Some may embrace it easily, while others may struggle, creating a divide that needs tailored approaches to training and mentorship.

(read more: How Can We Bridge Digital Dexterity Gaps Across Generations?)

6. Siloed Information
Now that we’ve established the external factors, siloed information can prevent effective knowledge transfer, which is key for overcoming the digital skills gap.

When knowledge is kept within silos, employees miss out on key insights and collaboration opportunities. This lack of shared information impedes the ability to develop digital dexterity, as employees are left to navigate challenges without support.

7. Information Overload
Information overload naturally follows, as it is a consequence of siloed, excessive, or poorly organized data, which complicates employees' ability to make sense of it all.

When employees are inundated with data, their ability to make quick, informed decisions suffers, which ultimately impedes their development of digital dexterity skills.

8. Fear of Failure
Once employees face these external challenges, fear of failure can prevent them from trying new tools and techniques, even when they have the opportunity to learn.

Encouraging a culture where failure is viewed as a learning opportunity can promote experimentation and accelerate the development of digital dexterity.

9. Time Constraints
At this point, the time issue emerges as a practical obstacle. Even if employees want to learn and innovate, their already-packed schedules hold them back from developing digital dexterity.

Without sufficient time allocated for learning, employees struggle to improve their digital skills and develop the agility needed to keep up with new technologies.

10. Unclear Objectives
Finally, if the end goal is unclear, employees may feel lost after trying to overcome all these challenges, making their progress feel disconnected and ineffective.

When organizations set clear, actionable objectives, it helps employees understand what they’re working toward and makes sure that training efforts are focused.

Bottomline: Overcoming these barriers today paves the way for a digitally dexterous workforce tomorrow.

How Can We Bridge Digital Dexterity Gaps Across Generations?

Let’s focus on the fifth challenge in detail – it’s an important one, and worth unpacking thoroughly.

Different generations show varying levels of digital dexterity, largely influenced by when they were born. Take a quick look to get an overview:

Generation X (1965-1980)

• Early adopters of technology.
• Prefer practical tools that improve efficiency.
• Skilled in video conferencing, cloud apps, and social media for productivity.

Millennials (1981-1996)

• Highly tech-savvy, grew up in a digital world.
• Prefer customizable, seamless tools across devices.
• Experts in mobile apps, social media, and video content creation.

Generation Z (1997-2012)

• True digital natives, effortlessly using advanced tech.
• Expect instant access and seamless digital interactions.
• Thrive on immersive experiences like gaming, streaming, and VR.

With multiple generations working side by side, we can’t afford a one-size-fits-all approach. Instead of categorizing them into rigid boxes, organizations can leverage these differences to create a better digital dexterity training program.

For instance, pairing a tech-savvy Gen Z employee with a seasoned Gen X mentor can create a powerful dynamic. Afterall, digital dexterity isn’t an inborn trait—it’s a skill anyone can learn with the right training and exposure.

By sharing their knowledge and experiences, these diverse teams can be productive and create continuous learning culture!

How to Build Digital Dexterity Training Program?

With these steps in place for your digital dexterity training program, you'll not only address all the challenges we've discussed but also be better positioned to achieve the digital transformation you're striving for.

Step 1: Assess Your Current Digital Landscape

First things first—take a look at where your organization stands digitally. Ask these seven how's:

• How comfortable and proficient are your employees with using new and existing digital tools?
• How frequently is digital skill development incorporated into training programs and performance reviews?
• How quickly does your organization and its employees adopt and switch to new digital tools?
• How do your digital tools support collaboration, and how much time do employees spend troubleshooting communication issues?
• How frequently do security breaches occur, and how often do employees report digital security concerns?
• How often do employees use data to improve their performance, and how well does your organization leverage data for decision-making?
• How are your IT systems supporting digital transformation?

This assessment will help you understand your starting point and identify specific areas for growth.

Step 2: Define Key Digital Dexterity Skills

Now, based on the assessment, define a list of core digital dexterity skills that are crucial for the success of the organization. These may include:

• Digital literacy (basic understanding of common tools and platforms)
• Data literacy (ability to interpret and act on data insights)
• Problem-solving with digital tools (using technology to find creative solutions)
• Collaboration and communication in digital environments
• Cybersecurity awareness and data privacy

Outline these skills and create a training task list that supports and develops these core abilities in your program.

Step 3: Get Leadership Buy-In

The next critical step is securing leadership support.

For those in leadership positions, it’s important to recognize that digital skills are foundational to enhancing digital capabilities across customer engagement, operational efficiency, and workforce enablement—all vital aspects of the business.

Leaders are central to cultivating digital dexterity in any organization's culture.

Here’s how to get leadership involved:

• Explain the benefits: Show how digital dexterity can lead to more efficient workflows, greater innovation, and a competitive edge.
• Highlight engagement: Let them know employees are more engaged when they see leaders embracing digital tools and processes.

Once leadership is on board, they can champion the program and encourage team participation.

Step 4: Get Rid of Digital Friction

Let’s talk about digital friction—the roadblocks that slow your employees down while using online applications. These hurdles may seem small, but over time, they can cause frustration and kill productivity. Think about it:

• Complex application features that overwhelm your team
• Confusing error messages, pop-ups, or alerts that leave employees scratching their heads
• Lack of user adoption and engagement, making software underutilized

It’s clear that tackling these friction points is important if you want to build digital dexterity in your organization. So, what’s the solution? You need a solid action plan to smooth corners out—and this is where a Digital Adoption Platform (DAP) super useful.

It’s a tool that integrates with your existing applications and gives real-time guidance, showing employees exactly what to do next. It’s like having a virtual assistant guiding them through each step.

Your employees won’t have to juggle multiple apps(such as LMS or a knowledge base) —DAPs have all the needed help resources into one easy-to-follow process.

And here’s another bonus: DAPs can help improve data accuracy with built-in field validation, making sure correct data input and maintaining high-quality records.

Quick Note: With a DAP such as Gyde in your toolkit, you’ll create a friction-free digital environment. It integrates with your software to provide your employees real-time guidance. With process walkthroughs, videos, and help articles, employees get instant support—boosting productivity and digital dexterity.

Step 5: Create Concise Training Modules

Let’s get into one of the most exciting parts—creating your training modules!

But here’s the catch: we’re not talking about long, drawn-out, mind-numbing courses that make your employees’ eyes glaze over. No, we’re going concise, engaging, and impactful with our training!

And for the same, you’ll want to focus on these key methods:

1. Microlearning

Think of microlearning as giving your employees a series of “mini-lessons”—that are easy to digest and can be completed in minutes. Each module focuses on a specific task or skill. They can learn at their own pace, fitting training into their busy schedules.

2. Spaced Repetition

By revisiting key concepts over time, your employees will build upon what they’ve learned. It's like refreshing their memory without them even realizing it! This technique is especially powerful when paired with microlearning.

3. Gamification

One of the most popular and traction-gaining methods is gamification. It adds a level of excitement and motivation to your training program by including elements like points, badges, and leaderboards. Employees can compete, track their progress, and feel a sense of accomplishment as they hit milestones.

Now that you’ve got the methods, you’ll need to select the right tools to deliver them. Whether it’s an LMS (Learning Management System), a mobile app, or a Digital Adoption Platform (DAP), make sure your training tools align with the method you choose.

Each tool should support clear structure, easy navigation, and measurable progress.

It’s not just about throwing information at your employees. A well-structured module guides them through their learning journey, ensuring a solid understanding of the digital tools and processes they’ll be working with. A structured module:

• Introduces the concept
• Provides step-by-step guidance
• Offers practice opportunities
• Reinforces learning with spaced repetition

In the end, it’s about creating training that clicks—literally and figuratively.

Step 6: Provide Continuous Feedback and Support

Make sure employees are supported throughout the training process. Digital dexterity is a journey, not a one-time event. Set up:

• Regular check-ins with managers to monitor progress.
• Mentorship programs where tech-savvy employees can guide others.
• Feedback loops where employees can share what’s working and where they need more support.

This ongoing support will build confidence and add new skills to their arsenal.

Step 7: Measure and Celebrate Success

Track your progress to see how well the program is working. Use metrics like:

• Increased use of digital tools.
• Improved problem-solving abilities.

Higher engagement in innovation activities. Once you’ve reached milestones, celebrate success! Acknowledge employee efforts, whether through rewards, recognition, or even showcasing their innovative ideas across the organization.

Digital dexterity isn’t static—it evolves with the technology. Continue to update the training program to include new tools and trends (if it suits your organization's business goals).

Encourage employees to adopt a lifelong learning mindset, where they see every new tech as an opportunity to grow their skills.

DAPs: The Catalyst for Tenfold Growth in Digital Dexterity

We’ve covered how Digital Adoption Platforms (DAPs) help eliminate digital friction. But reducing friction is only half the story.

The real impact comes when employees feel empowered to navigate digital tools with confidence. That’s why platforms like Gyde focus on delivering real-time, in-app guidance where it matters most.

It's an AI-powered DAP that helps employees navigate any complex software—Salesforce, Workday, SAP SuccessFactors—step-by-step. It makes adoption simple and intuitive. No more confusion or frustrating learning curves.

Here’s how Gyde makes magic happen:

• Guided Walkthroughs: Interactive callouts and message boxes appear right inside applications, guiding users from start to finish—just-in-time.
• Connected Walkthroughs: When workflows stretch beyond 15-20 steps, they risk becoming a snooze-fest for employees. With Gyde, you can break long processes into manageable chunks & connect them, keeping learners engaged.
• Multilingual Help: Make sure these walkthroughs are accessible to a global workforce, delivering guidance in the language that suits them best.

• Instant Help Articles: Non-process related questions? Gyde has help articles embedded within the app, so employees find the answers they need when they need them.
• In-App Assessments: After completing tasks, employees can take short assessments to measure their understanding of processes. Because feedback = growth.
• Assist Mode: Gyde steps in only when necessary. It offers timely guidance, but it doesn’t overwhelm users with instructions at every turn.
• AI-Driven Creation: Creating training content doesn’t have to be a hassle for training admins. Gyde automatically captures an app workflow and creates multiple training formats—videos, step-by-step guides, and more.

Leading enterprises like Verizon, Fidelity, and Bajaj trust Gyde to simplify software training—boosting adoption, reducing friction, and driving digital dexterity at scale.

FAQs

1. What is dexterity in technology?

Imagine a marketer seamlessly switching from building an email campaign in one tool to analyzing metrics in another, quickly adjusting strategies based on insights. That’s digital dexterity in action.

Or picture a sales team member adapting effortlessly to new software, whether it’s project management tools, virtual platforms, or AI chatbots—mastering the tech to make it work for them. With tech dexterity, your team is a well-oiled machine, ready to handle anything from digital transformations to the latest tech trends.

2. What is the difference between digital literacy and digital dexterity?

Digital literacy is like knowing how to use a computer or a basic office printer—just enough to get the job done.

Digital dexterity, on the other hand, is mastering advanced features, adapting to new tools, and using technology to innovate and drive efficiency. In the workplace, literacy helps you function, while dexterity enables you to solve problems and optimize performance.

3. How to improve digital dexterity?

To improve digital dexterity, focus on hands-on experience with digital tools, offer bite-sized learning opportunities, encourage self-learning, provide real-time support through digital adoption platforms, and foster collaboration for peer learning.

It’s all about making technology feel natural and empowering employees to adapt and experiment.