A workplace is no longer just a physical space that employees occupy during set office hours. Today, we’re always connected, with instant access blurring the lines between the physical office and where work actually takes place. As the workplace becomes more digital, it changes the way employees collaborate and communicate. There’s a broad range of tools that create a digital workplace to transform the employee experience. This typically includes email, HR apps, instant messaging, and virtual meeting apps.

The key to success lies in the effective implementation of a digital workplace strategy capable of driving cultural change.

The pace of change keeps accelerating

The workplace demographic is always shifting, which means employers need to meet the varying needs of a multi-generational workforce. The proliferation of internet usage and mobile devices accelerates the pace of change. Added to this, companies are always looking to increase productivity and cut costs, creating more pressure on employees to meet business expectations. They need to work faster and be in sync with the company’s goals and values. However, the biggest challenge is that information is still growing at an exponential rate. Employees can’t easily find what they need even with technology advances.

How is the digital workplace defined?

  • Communications

Ensuring the right information reaches the right audience, employees need tools that keep them in the know about the company and their peers. This fosters a stronger sense of culture and community.

  • Collaboration

To solve business problems and operate productively, knowledge must be leveraged across the enterprise with online, seamless, and intuitive collaboration tools that enhance employees working together.

What are the baseline considerations for responding to change?

  • Unify offline and online communications. Keep employees connected through their mobile devices or laptop browsers. Let them access internal communications no matter where they are.
  • Support virtual work environments. Allow employees to stay connected in virtualized work locations where customer privacy and operational risk is managed in a balanced way.

What will the future workforce look like?

  • Performance will be about the end-result rather than the process.
  • Like-minded workers will gravitate towards each other when aided by technology.

Empathy still matters!

According to Gartner:

  • 82% of employees agree it is important that their organization sees them as a person, not just an employee.
  • Today, 96% of HR leaders are more concerned about employee well-being than before the pandemic.
  • 55% of employees say that the opportunity to work flexibly will impact if they will stay.
  • 55% of employees are high performers when provided radical flexibility over where, when and with whom they work vs. 36% of those working 9-5 in the office.
  • Human-centric work design addresses flexible work experiences, intentional collaboration opportunities and empathetic management. This can increase employee performance by as much as 54%.

Conclusion

The digital workplace empowers the future workforce by connecting employees beyond the boundaries of geographies or departments. They remain aware of where the company is heading and how they need to adapt to any change. Employees still need to understand what’s in it for them and how they fit in. Some of the target benefits regarding the future workforce are:

  • To reduce operational costs by introducing more effective ways to meet, cut travel and eliminate wasted time.
  • Improve the Customer Experience by enabling employees to find the information they need more quickly.
  • To uncover and improve employee experiences where needed. This improves talent retention and creates ambassadors to win the war for talent.
  • Improve productivity and efficiency by having tools and technologies that help employees execute processes more effectively.
  • To heighten employee satisfaction by keeping them in-the-know on company and people matters anywhere, anytime.
  • Increase revenue with tools that quickly empower employees to cross-sell and up-sell.

About the Author: Martin Brandt

Martin Brandt is the Co-Founder and Chief Strategy Officer for JamAngle.