84% of leaders say their digital transformation failed to improve performance over the long term. Focusing on technology and dated "best practices" does not improve digital workplaces or Digital Employee Experience (DEX) for these leaders. To boost performance, struggling leaders need to know what thier users feel they need. And that takes actual science, psychology—digital psychology—not the usual best practices. Only then can you make the changes they need to improve DEX.

 Just five psychological factors make up an employee's digital experience—and control the fate of your digital transformation. These "levers" vary by what employees need to do, so you must adjust the experience you deliver to match. Think of it as tuning your digital delivery. When you are tuned in, each workgroup is in its "zone of productivity." That's how you balance costs and performance for the best DEX, and your digital transformation blossoms.

 What's your DEX play? Is your DEX low, and do you want to improve it? Is your focus more on employee well-being or profits? Each play changes more than one DEX factor, costs, and revenues. You must balance those factors to get DEX right. There is no one-size-fits-all; each play takes its own approach.