Historically a hardware-focused business, HP began shifting toward digital services in 2020 to meet evolving market demands and stay competitive.

What ensued was a digital transformation that fundamentally altered the daily workflow of its sales and operations teams. HP needed to prepare more than 1,000 employees for the shift while digitizing a large volume of legacy processes—strong support and engagement during the transition would be critical.

HP made a strategic decision to partner with Tigerhall, delivering a Digital Academy on design thinking, data science, Robotic Process Automation, and UI/UX familiarity. Leveraging role-based capability building, two-way feedback loops, and real-time progress tracking, the initiative saw faster, smoother adoption—empowering employees to optimize workflows and proactively innovate in their roles.

Following the program’s success, HP expanded Tigerhall’s rollout to seven more cohorts over the next three years.

“Tigerhall is by far one of the best capability building initiatives we’ve had for years across HP globally. The feedback is just fantastic and we keep adding on more teams to it. Employees are not just involved by leaders in this process of change, but also empowered to excel at their jobs and innovate by taking insights and applying concepts immediately as they carry out their jobs. This immediate impact towards real business challenges is why they are winning.”

Rainer Rabenstein, Global Head of Sales Operations

The Four Pillars of HP’s Success

Empowering Innovation with Internal Expertise

HP replaced generic training with interactive sessions and digestible podcasts tailored to real internal use cases. Employees followed personalized change journeys, gaining practical knowledge to innovate and adopt new behaviors in their daily workflows.

Preventing Resistance with Feedback Loops

To reduce resistance, HP established multiple feedback loops, actively involving employees in the transformation process. This transparent, two-way approach won them the trust and buy-in necessary to make the initiative a success.

Celebrating and Mobilizing Change Champions

As part of HP’s change communication strategy, active participants received recognition and high internal visibility. Positioning them as change champions helped convert skeptics, sustain momentum, and incentivize engagement.

Optimizing Results with Data & Insights

HP leveraged real-time tracking and AI-assisted sentiment analysis to measure change progress without manual effort. These data-backed insights allowed the change team to continuously optimize strategies, keeping the initiative on track and delivering measurable ROI.

Personalizing Capability Building

Accelerating Adoption with Bite-Sized Podcasts

HP thought leaders partnered with Tigerhall Studios to produce and distribute short, high-impact podcasts featuring internal use cases and success stories. These context-relevant resources kept teams engaged and accelerated adoption.

Localizing Support for Global Teams

HP provided role-based support through personalized change journeys across various digital competencies. With over 30 AI-powered translations, regional employees accessed content in their preferred languages, significantly increasing knowledge retention and application.

Maximizing Success with Data

Building Feedback Loops to Reduce Resistance

Using Tigerhall’s social features, HP automated feedback collection and ran sentiment analysis to refine messaging and strengthen buy-in. Regular open door sessions addressed concerns directly, ensuring employees felt heard and supported throughout the change.

Turning Active Adopters into Change Evangelists

Automatically tracking active users on Tigerhall’s leaderboard, HP rewarded emerging change champions with exclusive certifications and encouraged sharing on social media. Their visibility and endorsement inspired peers, boosting morale while driving wider adoption.

Delivering Results with Real-Time Analytics

The transformation launched with clear success metrics, tracked in real time through Tigerhall’s statistics dashboard. HP closely monitored adoption, progress, and sentiment, making data-driven strategy adjustments to drive the intended outcomes.

Enabling Bottom-Up Innovation to Boost Operational Efficiency

BEFORE TIGERHALL

• Low engagement: Lack of bottom-up innovation due to a traditionally top-down approach to innovation

• Manual work processes: No successful digitalization and automation of legacy workflows

AFTER TIGERHALL

• 82% increase in innovation from below-SVP level

• 45 work processes automated in sales, operations and finance workflows, leading to simplified processes, improved user experiences, and time savings for HP

Key Focus Areas

• Leadership development

• Design thinking

• Experience management

• UX/UI, web, and content management

• Robotic Process Automation (RPA)

• Social selling

• Data science

• Agile project management

• Digital transformation

“I’m thrilled we continue to invest in Tigerhall. The true impact we make is if we solve a customer (external or internal) problem #hpproud”

Dusana Flores, Head of Process Excellence, Lead to Cash