How to use collaboration to your advantage

The pandemic has changed both the way we work and how we think about work as part of our broader human experience. Employees want to be recognised as individuals, not resources – which means organisations must prioritise their wellbeing and work-life balance. Our experience show that leaders, managers and employees often have very different views of what the future of work should look like – and how to enable it. Forward-looking enterprises have moved ahead with secure-by-design digital transformation to enable frontline, hybrid and remote employees to work safely and productively – and those doing this well are reaping significant rewards.

Changing employee needs

The employee experience has changed completely, and the way employees perceive and feel about the organisation, based on their individual and cumulative interactions with customers, leaders, colleagues and the overall work environment – is not yet a strategic differentiator for many. Those that have advanced and optimised their workplace strategies are far more satisfied with their current EX capability. A focus on employee experience and wellbeing can deliver tangible results, particularly in improving work-life balance, employee wellness, overall productivity and business growth.

Most organisations need to ramp up efforts in the areas of technology enablement, employee engagement and wellbeing. Analysing data across the ‘three Ws’ – work, workforce and workspaces – will provide insight into where changes and improvements are needed to create moments that matter to employees.

Deploy the right collaboration tools

Technology dependences are growing, but internal skills to optimise those technologies are scarce. Without the right skills to implement and support technologies that augment EX and CX, customer satisfaction will drop – and so will revenue and profits.

As organisations revisit their policies in light of changing workstyles, technology will need to support a range of employee profiles and work location preferences. Data from a 2021 report indicates a general ‘30-30-30′ split –when given the choice, approximately 30% of employees would prefer to work remotely, 30% from company premises, and 30% want to alternate between the two. Hence, from an organisation perspective, wherever your people and clients are in the world, whichever device and platform they use to collaborate and communicate with others, the technology must be in place to streamline and optimise productivity across the hybrid workplace.

Leverage the potential of the cloud

The focus must be on creating a modern workplace anywhere with digital collaboration tools. Enterprises must look at using cloud-based collaboration tools to ensure that the essential and important requirements of business calling, collaboration and contact center capabilities are met adequately. A cloud-based collaboration tool also gives enterprises the added advantage of not having to worry about the upfront capital investments or complexities of managing a collaboration system infrastructure. This can help enterprises create rich collaboration experiences with complete integration with third-party calling clients. When seen in the context of a global distributed workforce, a rich collaboration environment helps enterprises achieve the full potential of virtual teams whose team members may be situated anywhere in the world.

The power of workplace analytics

Beyond the required technical tools, organisations need to look more broadly at how to support employees working from home. In this aspect, workplace analytics can play a role in assisting organisations in collecting, analysing, organising and sharing knowledge across the distributed enterprise. Workplace analytics technology lets you gather more granular data about your people and how and when they’re working (rather than simply where they’re working) and interrogate it more deeply than ever before. For example, it allows you to understand: How much time people or teams are spending in meetings; The volume and frequency of email and chat exchanges; Who’s regularly working overtime or over weekends or logging on late in the evenings to respond to messages; The nature, frequency and efficacy of employees’ interactions with their line managers etc.

These insights can be used by both IT and human resources teams to identify areas for improvement and investment. And because the process of data-gathering is continuous, you can reassess your workplace every few months and establish a cycle of continuous improvement. Rather than providing a point-in-time view of employee sentiment, it’s possible to deliver richer, more contextual and more current insights. These solutions allow you to set up and distribute short, targeted and highly customised snap-surveys to departments or teams on a daily or weekly basis. The best thing is that they automate away all the time and effort involved in gathering, analysing and synthesising the feedback you receive. You can then use these findings as input into the decisions and investments you make in your technology, people policies and any other areas needing improvement.

The best workplace analytics results are realised when an organisation tailors its integrations to the core business systems (HR platforms, sales platforms, etc.). For example, by integrating your workplace analytics solution with your sales CRM and with your collaboration cloud, you could ensure that the amount of time and effort your salespeople are spending on customer-focused meetings and emails is commensurate with the revenue that you’re generating from those customers.

In a highly competitive marketplace, good talent is in great demand, and thanks to more companies offering remote jobs, people now have more options when it comes to determining where, how and for whom they wish to work. By using some of the recommendations as suggested above, we believe that organisations can respond to these changing priorities by offering greater levels of employee choice and flexibility and find themselves in a better position to attract talented employees to lead the market.



Views expressed above are the author’s own.


Source link

Leave a Comment

Your email address will not be published. Required fields are marked *

%d bloggers like this: