A tech-savvy company culture is one where embracing new technology is part of the DNA. It’s not about turning everyone into a hardcore programmer, but rather fostering an environment where people are curious about new tools, not afraid to experiment, and continually honing their digital skills.
McKinsey estimates that 400–800 million jobs may be displaced by 2030 due to automation. But for those that welcome innovation as an old friend? They could turn disruption into an advantage. Just look at how Amazon’s “Day 1” philosophy of constant reinvention helps it dominate the industry. In short, building a tech-savvy culture is about more than keeping up with the times; it’s about staying ahead of them.
If these are the cultural values you promote, here are seven actionable ways to build (and sustain) a tech-savvy culture in your company.
1. Treat learning like a daily vitamin, not an annual check-up
In fast-moving workplaces, it’s easy for learning to fall off the radar. But if digital fluency is the goal, learning has to become part of how your company functions—not just something you do when there’s extra time. (Spoiler: There’s never extra time.)
Start small. Introduce micro-learning through 10-minute videos or weekly “Tech Tuesdays” where someone demos a tool they love. Your goal is to show that learning is encouraged, supported, and—most importantly—rewarded. Over time, you’ll find employees bringing fresh ideas and efficiencies back into the business—the ultimate payoff of a learning culture.
Google famously pioneered the idea of 20% time. This policy allowed employees to spend one day a week on passion projects or learning new skills, no boss approval needed. It’s no coincidence that some of Google’s most innovative products (like Gmail) reportedly grew from this freedom to experiment.
Plenty of forward-thinking companies have experimented with structured learning time, such as dedicating a few hours per week for exploring new skills or side projects. When people are given space to learn, innovation follows.
The takeaway? Don’t just signal that learning matters. It’s up to an organization’s leaders to build it into the fabric of the workweek. Whether it’s formal learning hours, mentoring programs, or peer-led sessions, teams need permission, time, and most importantly, support to grow. It’s not time off—it’s time well spent.
2. Make upskilling a shared responsibility, not a side hustle
Even the most eager learners need support and direction. Let’s retire the idea that upskilling is something employees need to do on their own time. If the business benefits when people grow, then the business should invest in that growth.
Create structured learning paths for different roles. Offer certifications tied to actual job outcomes. And make space for team-wide learning—not just self-paced online courses that are abandoned halfway through. Think team challenges, learning sprints, or cross-training sessions where departments teach each other the tools they rely on.
And don’t forget the managers. The most well-meaning digital initiatives can fail if leaders aren’t fluent in the tools or tech their teams are using. Leadership buy-in isn’t enough; leadership participation is the real game-changer.
3. Ditch the “tech is for IT” mindset
In a tech-savvy culture, technology isn’t just the IT department’s business—it’s everyone’s business. Even non-tech roles are increasingly tech-adjacent. That means ensuring even non-technical teams have a baseline comfort with digital tools and concepts. Spreading tech fluency can be as simple as hosting “Tech 101” sessions for different departments or creating an internal knowledge base of explainers.
The idea is to demystify technology. Encourage an atmosphere where there are no stupid questions so that those who didn’t grow up digital natives feel comfortable exploring tech concepts.
4. Create a safe zone for tinkering
To build a truly tech-embracing culture, you have to give your team the freedom to try new things without fear of punishment if something doesn’t work out.
Leaders should explicitly say, It’s OK to test new ideas, even if they flop, as long as we learn from them. How do you encourage experimentation in practice? One way is to set up pilot programs or an innovation lab: Carve out a sandbox where people can play with emerging technologies or creative process improvements on a small scale.
One well-known example of this approach was Adobe’s Kickbox program. The idea was simple: Any interested employee received a red cardboard box containing a prepaid credit card, training materials, and step-by-step instructions to develop an innovative idea—no management approval needed. Failure wasn’t punished; it was seen as a learning opportunity.
The program sparked a wave of grassroots innovation, with some ideas turning into real products. While Adobe no longer runs the program, the concept lives on through the open-source Kickbox Foundation. It continues to inspire organizations to empower employees with tools and autonomy to innovate.
5. Foster cross-functional collaboration and knowledge sharing
One of the fastest ways to accelerate digital transformation? Get people talking across departments. When engineers, marketers, HR folks, and finance pros share their lenses, tech becomes a shared language.
Start with joint projects where each team brings its strengths. Ask marketers and developers to co-design a user onboarding flow. Have HR collaborate with data analysts on improving internal surveys. The point isn’t to make everyone a generalist, but to help them understand how their work connects to the tech stack.
6. Lead by example from the top
Culture change starts at the top. If your leadership isn’t walking the tech-savvy walk, why would anyone else? Building a tech-infused culture requires visible executive buy-in. Leaders should be champions of new tools and ways of working, not the last to adopt them. Conversely, nothing kills a tech initiative faster than a skeptical manager who quietly resists change.
So, how can leaders lead by example? For starters, by continuously learning themselves. When a manager shares that they just completed a data analytics course on Coursera, it normalizes the idea that everyone is learning, no matter their rank. If you’re a leader, don’t just mandate change; get your hands dirty. Your example might inspire the next person to step out of their comfort zone and try something new.
7. Shine a light on the digital wins (big or small)
As humans, we are wired to repeat behaviors that are rewarded. This doesn’t have to mean big bonuses. Sometimes a simple internal shoutout, a feature in the company newsletter, or a small monetary reward is enough to signal: This is valued.
Did someone champion a new software tool that improved team productivity? Did a team member run a knowledge-sharing session to help colleagues learn a tech skill? Don’t let it go unnoticed. Over time, this kind of reinforcement builds curiosity, initiative, and shared learning. The specifics will vary, but the philosophy is consistent: What gets recognized gets repeated.
TL;DR? Start small, stay consistent
Building a tech-savvy culture isn’t about grand gestures or even a seven-step transformation plan. It’s about nudging behaviors in the right direction. With the right mindset and encouragement, any team can start building toward a digital future that’s not just smart, but human, too.
