The new normal: Embracing the digital workplace

But all that is changing with the rise of remote work, virtual offices and distributed teams. In fact, it’s anticipated that50% of the U.S. workforce will be remoteby next year. This seismic shift in where we perform our jobs has led to new and more efficient ways of working. Say goodbye to the cubicle: the digital workplace is the new normal.

There are myriad definitions of the “digital workplace” out there (really—we Googled it). Ours is simple: In a digital workplace, collaboration and teamwork are facilitated by technology, rather than by a physical location.

An assortment of remote workers does not necessarily add up to a digital workplace. It’s not about where you work; it’s abouthowyou work. The key is empowering employees with resources and data so they can collaborate effectively across all kinds of organizational and geographic divides.

Like any major evolution, embracing the digital workplace comes with some risk. In fact,digital transformation risk is the No. 1 concern for business leaders in 2019. But digital workplaces provide huge benefits to employees and companies, making the transition worthwhile. Here are just a few:

Job mobility. In a digital workplace,individuals work collaboratively across teams to support key organizational priorities. Greater exposure to other types of thinkers and experts within an organization enhances mobility byallowing employees to develop their skills and try out new roles, ultimately increasing productivity and engagement.

Flexibility. Employees who can choose where and when to workare 88% more engaged. Plus, flexible schedules help to close thecorporate gender gap, improving your company’s diversity andchance of success.

Efficiency. Digital workplaces streamline administrative tasks, remove barriers to accessing data and resources, and increase the flow of critical information across the business. These benefits  allow employees to make data-driven decisions more swiftly and effectively than ever before. Efficient working conditions alsolead to happier, more productive employees.

Higher return on your IT investements. Decentralized, specialized platformsthat are simple  (and pleasant) to use allow employees to easily access cloud-based data and tools. This also frees up IT teams to focus on higher-level priorities, such as integrating tools for seamless workflows and innovating for the future, rather than troubleshooting clunky legacy software.

To succeed, leaders of digital workplaces need to understand that their biggest challenge is cultural. Employees are at risk of feelingdissatisfied and disengaged if they don’t have strong relationships at work. It’s not enough to provide employees with tools for productivity; they also need the tools to connect and collaborate with their peers.

Here are our tips for preventing isolation and building high-performing teams in a digital workplace.

All employees should have a detailed online profile (complete with a photo!) to allow everyone to put faces to names. Profiles can also help you build inclusivity into your company culture, by giving employees a place to share their preferences and working styles. For example, one company created adetailed “user manual,”a compilation of employees’ working styles, to support its neurodiverse staff. This information also helps everyone learnempathetic communication skills.

The ideal workday is one that accommodates the preferences and needs of its members, who don’t necessarily work the same hours. Some workers are distributedacross time zones; others acknowledge that theydo their best work outside of “normal” business times.

For asynchronous teams, core hours and clear expectations around response times are necessary. But they also benefit teams that mostly follow the same schedule. That’s because a hazard of the digital workplace is the expectation that you shouldalwaysbe available (your office is in your pocket, after all).Setting boundaries can help prevent burnout.

Routines like weekly check-ins or end-of-day updates between team leaders and employees keep everyone connected, without clogging up hours with long, unnecessary meetings. These“anchor rituals” also give employees the attention they need to thrive, as well as building trust and providing a more consistent means of support when needed.

Beyond regular meetings, providing your employees with channels toeasily give feedback or ask questionswill also help them feel valued and respected.

Eighty percent of the global workforce already works away from a traditional desk, so your employees need to be able to access their tools from any device, any time. Limitations can impede productivity and also causecritical communication breakdowns.

A lack of application integration isone of the biggest IT frustrationsfor workers, so ensure that any software or platform you roll out can be accessed easily when and where your employees need it.   

Feeling isolated is a major challengefor remote workers. In fact, a Buffer survey of remote workers found thatloneliness was their biggest challenge. Provide outlets for your team members to connect on a personal level and build strong relationships.

Creating Slack channels for interests and hobbiescan provide space for employees to get to know each other beyond work. That might be a#GOT channel for people whostillaren’t over thatGame of Thronesseries finale, or an#office-dogschannel for pet photos. This is not only good for morale;strong friendships among colleagues predicts better performance too.

Source: Slackhq.com

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