The corona pandemic has been the real mover and shaker that has forced many organizations to make paradigm shifts in work settings. IT and Human Resource experts long mulled over the need to offer employees remote work options with seamless connectivity for applications that are critical for business continuity. Sadly, not many in the industry took cues and left the idea to gather dust till they were compelled to extend work experience into the virtual world during the pandemic where many, especially, the tech-challenged workforce, found themselves unprepared!
Top 5 Challenges In Digital Workspace
This further put the authorities into motion to implement impromptu strategic solutions to manage with the limited available resources, and worse still, shift the work burden on the handful who were tech-savvy.
This lack of foresight and governance on the part of the industry leaders naturally led to a complete debacle with disjointed endpoint environments, technology sprawl, and frustrated end-users!
With the pandemic not going away anytime soon, it has broken the world economy to pieces. The economy can be revived with a blended work culture – and this can best be achieved by optimizing the digital workspace experience of the employees.
Let us take a look at some of the gaping challenges that exist in the digital workspace and for decision-makers to fill the gaps:
Remote Work Fatigue
According to a recent survey, employees who have long been cooped up at homes are showing signs of limited engagement at work with dwindling motivation. What had initially piqued their interest – the novelty of working from home, has now worn out! Work-from-home employees realize the difficulties of attaining the perfect work-life balance in settings that are far from formal and structured. The grueling virtual meets, harsh deadlines, and long working hours are now leaving little scope for informal and interactive sessions they had with colleagues during pre-pandemic days. This is further leading to a burnout and stark drop in employee productivity.
The challenge Of Breaking Down Organizational Silos
Silos could be critical business divisions that operate independently; they have system limitations and protocols which require them to work exclusively on silo applications and projects, without sharing the information. Team play is not a pre-requisite
Silos work on achieving immediate work targets, rather than meeting larger company goals. They have always posed a challenge to large work settings where their choice for exclusivity has resulted in a massive loss in company revenue and turf wars. Industry leaders need to chart out a more cohesive work-from-home plan to bring together these silos that have the power to drive the workforce with their ingenuity, innovation, and unfailing focus. The problem lies in aligning a distributed workforce with the aim of engaging as many company stakeholders as possible. Employees need to have clarity on standardized solutions that add to business value and growth, instead of remaining fragmented.
Technology & Data Sprawl
An organization should be discrete in selecting communication and data tools. Redundancy often results in chaos and miscommunications between workers who are remotely located. Visible guidelines need to be circulated to the end-users from time-to-time to dispel tech tool usage hesitation and related confusion. Leaders should have seamless communication and employee engagement processes in place. Disparate and incompatible toolsets that derail employee productivity and affect the company’s application landscape like cloud strategy and data center infrastructure, should be junked.
Most IT companies are being forced to work within tight budgets; employees face the challenge of delivering more with less. Industry heads are scaling down expenses whilst prioritizing technology. The objective is to make money while saving on it. The additional challenges of compliance, security assurance, and meeting regulatory guidelines cannot be sidelined despite a low budget. A hiccup-proof digital employee experience is possible only when the above three categories are met. Moreover, leaders are required to brainstorm strategies by way of which they can effectively bring back a fair percentage of the workforce. This can be achieved by also keeping the option of hybrid work culture open to employees. Organizations can conduct an online survey to assess employee responses, their preferences, and needs – and then take a call on budget allocation.
Competing Against Bidders
Industry heads need to envision the best path to ensure optimal user experience in the digital workspace. A collaborative and radical approach must be taken to retain star performers and company assets in a market atmosphere where there are multiple bidders and competitors with attractive packages.
A holistic stratagem that prioritizes employee well-being, employee benefits, flexible work culture, seamless digital experience, active engagement of key business stakeholders, and visibility – would ensure employee sustainability with low attrition rates, high job satisfaction with enhanced productivity.
Digital work experience is today’s reality and tomorrow’s future. Hence, business heads and industry leaders should embark on proven, progressive, and revolutionary approaches to retain the maximum workforce to add value to the organizational business.