For organizations to withstand turbulent times, they must have the right digital solutions to address the most pressing workplace productivity challenges. Here, Gretchen Alarcon, VP and GM, ServiceNow, shares what digital solutions and tools companies should implement.
Today, the uncertain environment we are grappling with seems to generate a new employment trend every month, from “quiet quitting†to “quiet firing†and everything in between. Many companies have been stuck in survival mode, reacting to the latest trends. But they need to shift their focus on long-term planning that allows for the agility needed to handle whatever challenge comes their way and keeps them immune to the buzz of the next workplace trend of the moment.  Â
Much of this conversation has centered around strategies for supporting and engaging employees from anywhere. But there has been little to no discussion around the concrete systems and tools needed to accomplish this.Â
As organizations look to do more with less, leaders need to adopt solutions that will allow them to manage teams efficiently through change and uncertainty.
Couple Communication With Unified, Connected Experiences
Leaders continually re-evaluate policies and plan to respond to employees’ evolving needs, whether it is a return to workplace policy, updated benefits, well-being days, or something else.Â
With 77% of organizations using a hybrid working model, according to EnvoyOpens a new window , most companies are communicating these policy changes across a distributed workforce, in different geographies, with remote, hybrid and in-person employees. They need to be able to do so effectively, ensuring employees have access to critical company updates and resources, regardless of where they are working.Â
Therefore, a unified employee portal where digital workflows connect systems, departments, apps, and data, is more important than ever. This new digital headquarters gives the distributed workforce one-stop-shop access to all the information, news, support, communications, and applications needed to work from anywhere. Without a unified system, productivity may drop, and workers may feel disconnected from the organization. Workers in companies augmented by automation technologies are 31% more productiveOpens a new window . According to an Ultimate Software studyOpens a new window , 92% of employees report that having technology that helps them do their job efficiently affects their work satisfaction.
In an uncertain environment, employees have many questions, and they want thoughtful answers delivered immediately. When companies use technology that delivers clear and centralized communication throughout the entire organization, it mitigates the number of inbound requests coming to HR, employee relations, and other departments, meaning teams can stay focused on high-value work.
Embrace Upskilling and Reskilling
When you cannot hire new employees, or employees leave for new opportunities, how do you ensure your workforce can grow and help drive business strategy forward?Â
You do this by reskilling and upskilling your workforce with customized, ongoing learning opportunities and AI-driven recommendations delivered right in the flow of work. Upskilling and reskilling can help meet business goals while giving employees what they are asking for. According to a studyOpens a new window by Amazon and Gallup, about 57% of U.S. workers want to update their skills, and 48% would consider switching jobs.
Technology plays a critical role in how learning resources are delivered. AI-powered solutions can help companies deliver learning materials to employees directly in the workflow when needed. For example, technology can help assign an early-in-career employee a mentor, recommend training opportunities to an employee on a topic they continually search for or send advice on goal setting for an employee beginning a new quarter. The power of this technology is that it automatically serves the employee learning opportunities that cater to where they are in their career journey and their interests.
The role of the manager is also more critical than it ever has been and more complex. We have all heard the quote, “people leave managers, not companies,†and it is true. According to GoodHireOpens a new window , 82% of American workers said they would potentially quit their job because of a bad manager. To drive workforce productivity and create great employee experiences, managers must have the tools and resources to grow themselves and their teams. Technology should help managers create customized plans for each employee, providing personalized resources and transparency into progress. And it should empower employees at every moment that matters, like onboarding, a promotion or an unexpected life event.
See More: Do Your Employee Skilling Initiatives Include Digital Credentials?
Treat Offboarding as a Critical Step in the Employee Journey
Employee exits are challenging at any point in time. But the right technology and planning can help ensure that when employees leave, they do so with a positive and seamless experience. To help employees offboard successfully, organizations need digital tools that are integrated, secure, and can automate pieces of the process.
Regardless of the type of departure, the offboarding experience should be fair and make employees feel respected throughout the process. For example, part of the offboarding workflow for a voluntary resignation may recommend a manager sends the departing employee a personalized message, using data on their employee journey, like: “Thank you for your contribution to our company. In the four-plus years that you’ve been here, you’ve received ten recognitions, been promoted twice, and referred 15 candidates doing amazing work for our customers. Your legacy will be felt in the future.†These tasks, while small, let the employee know that the time they spent at the company was impactful and meaningful and may encourage them to return down the line.
To attract and retain diverse talent while navigating the new normal, organizations have two choices: put the right policies and technology in place to give employees what they need, or get left behind as employees leave in search of a company that makes their needs a priority. Which one do you choose?
What digital solutions and tools have you implemented to manage your employees through times of uncertainty? Let us know on FacebookOpens a new window , TwitterOpens a new window , and LinkedInOpens a new window .