Independent Survey of More Than 1,000 CXO Respondents Across UK, Ireland, Nordics and the GCC Show Continued Plan for Digital Transformation Investments in 2023 - Seite 2

Respondents strongly believe the adoption of composable ERP strategies should be considered a change management program requiring employee buy-in (47%), and that IT leaders should plan for additional talent and financial resources to support the new ecosystem of technologies (43%).

CXOs Take Action Against Low-Value Vendor Support

While increases in IT budget for the new year remain conservative, 44% of IT leaders feel additional pressure by their board of directors to show increased return on investments for their technology spend. With a significant portion of IT budget allocated towards enterprise application software, CIOs and CTOs are reviewing the total cost of ownership associated with their purchase and maintenance of enterprise applications, especially the increased cost of hiring internal resources and additional contractors to close the gap when vendors fail to provide quality support.

Other respondent-noted pain points include:

• Being locked into an existing enterprise software contract (20%);
• Requirement of unnecessary upgrades to resolve issues (51%);
• Having to reproduce the issue to prove the root cause to the vendor before receiving support (40%).

A majority of IT leaders (67%) seek to reduce the total cost of ownership for existing, matured enterprise software by switching to third-party support programs, with almost half of participants (48%) looking to outsource support and maintenance services to free up their IT teams to work on more strategic, innovation-focused projects.

Talent and Skills Shortage Paves Way for Innovative Hiring, Retention and Reskilling Strategies

Across the globe, organizations are finding continued challenge in filling the talent and skills shortage while preventing the loss of key staff due to burnout (42%). The increased workload for those remaining signals loss of productivity as they become much more reactionary, “fighting fires” instead of working on projects to optimize and evolve their IT roadmap (46%). Surveyed respondents are embracing the new talent acquisition and retention environment by becoming more flexible in their hiring models, including the hiring of talent with less experience and fewer skills, but with a willingness to learn (60%). Other actions taken to fill the talent gap include cross-training of existing staff (39%), offering unique perks and benefits such as a 4-day workweek, and engaging third-party services to provide ongoing or project-based support, application management or outsourcing services (47%).