Embracing Technology for an Inclusive Work Culture
Companies are investing in a wide range of technologies and services to support the current reality of work and the dynamic workforce. According to IDC, hardware will receive the most investment this year, including enterprise hardware, infrastructure as a service (IaaS), robots, and drones. In all industries, the pandemic has expedited digital transformation and changed workplace dynamics at small businesses. Since the epidemic started, 87 percent of small businesses have upgraded one or more pieces of digital equipment.
A survey found that the top technologies being adopted focused on people connecting with people as remote work has increased. Video communications technology ranked as the foremost commodity being purchased or upgraded, followed by internal communications platforms and customer relationship management technology. In total, 71 percent of the businesses who responded to the survey claimed they have changed how they interact with their audiences.
Another recent report from the virtual and hybrid event platform Glisser observed that organizations are finding it difficult to turn hybrid work arrangements from a concept into reality, recommending that modernizing technology is the solution. Regardless of where employees are working, hybrid working solutions must enable messaging, collaboration, staff unification, and engagement, which are difficult to achieve with a computer screen alone.
Businesses that wish to flourish in the hybrid model must address these problems, or they run the risk of losing their top employees to organisations that put a high priority on treating all employees fairly. Even if technology cannot solve all organisational culture problems, it can play a significant role in a more comprehensive strategy.
More businesses are responding to the call and ramping up their tech game, as the IDC forecast highlights. For instance, the San Francisco-based identity platform Okta recently released a new workplace experience app called Atmosphere to assist the business and its employees in adopting a FoW strategy it has named Dynamic Work, especially where it encourages employee connections.
Flexibility and the ability to adapt to whatever the world may throw at us next will be crucial as more sophisticated technical solutions will undoubtedly develop as remote and hybrid models become a more fixed way of working lives. We must adopt technology that fosters an inclusive workplace culture and environment in order for those who aren’t physically interacting in person to still be able to participate and achieve in their roles and on their teams in order for a flexible, fluid work model to genuinely succeed.
It’s always risky to pigeonhole extremely creative people—they’ve got more than one trick up their sleeve. In the case of Founder and Creative Director Sylvia Winter, those tricks also happen to include pilot, a podcaster with thousands of listeners, landscape designer, artist, runner, skier, mother, and more.
Phyllis Snodgrass strongly believes in leading by example and showing people love and support. According to the CEO of Austin Habitat, everyone in the organization has a unique and special role to play. Still, it is easy for people who are not client-facing to lose sight of how their work fits into the bigger picture.
Natasha Bond does not believe in being afraid. She has been hailed as a fearless leader because she holds her ground in a technical, male-dominated STEM field. Her mantra is simple, “Don’t be afraid people won’t respect you for being female; assume they will treat you like a capable, confident part of the team and behave accordingly.
Lauren Eagan, CEO of Eagan Immigration, is a visionary leader, and fearlessness has been a massive element in the work she does with her team. What separates her from a run-of-the-mill CEO is her compassion for her clients’ experiences, as well as a commitment to her team’s mental and emotional health.