Throughout history, technology has steadily changed the way workers do their jobs, which is true, regardless of industry or job position. What’s more, technology has almost always helped improve working conditions. It can streamline tedious and otherwise wasteful processes, increase productivity, and make work generally easier.
The idea of technology in the workplace is often associated with the Silicon Valley-style open office space, filled with game rooms, lounges, beer on tap, and all that. And while this style of office may be a trend today, it’s important to understand that technology is making it practical and possible to create incentives to keep their workers happy, engaged, and drawn to the office. So, how and why should HR leaders improve their working environments with technology?
Promoting the Company Culture
One of the most immediate benefits of adding technology and rearranging the workspace is that it helps strengthen and advance the company culture. HR leaders who can create a working environment which tries to simulate their employees’ personal lives as closely as possible (similar to how they would do for their customers’ experience) will stand a greater chance at boosting employee engagement and productivity.
Smart HR leaders will understand that the workspace needs to serve as the physical embodiment of their corporate values and should design these spaces in accordance. As such, companies need to align their workspace with the company culture. Also, let’s remember that many employees today want options in terms of how, when, and where they work. HR leaders should try to give them this option wherever possible since technology allows for it.
Another factor to take into account here is your employees’ well-being, as it has a direct correlation to their work environment. Thus, an appealing workspace will improve not only their well-being/happiness but also their productivity and commitment.
Technology as an Enabler and a Disruptor
Many employees will tend to use the same advanced gadgets and technology at home as they do in the office. These can include everything from laptops, smartphones, tablets, smart watches, various productivity apps, virtual assistants, and even augmented reality applications.
While technology will enable the workforce to become more productive, HR leaders should realize that some high-tech devices may disrupt traditional jobs. Therefore, companies need to prioritize which tools they should focus on in the workplace. Most will focus on teamwork and employee collaboration technologies for file-sharing and editing, audio conferencing, group messaging, archiving, desktop sharing, etc.
Using Data For Recruiting Personnel
Unsurprisingly, technology allows employees always to stay connected to the job market. Even those that have good positions and well-paying jobs will be willing to move to a different organization if they come across a better opportunity. As an HR leader, you should make it easy for potential candidates to learn about and apply for your most current job openings.
For instance, Sodexo, a food and facilities services company, has been using an advanced mobile-optimized career site and smartphone app, which allow interested candidates to quickly and easily check out all relevant recruiting information. Any applicants looking to land a job at this company can use their smartphones to apply.
HR leaders will have to incorporate technology into the 21st-century workplace as a means of drawing and retaining talent, improving productivity and engagement, as well as for driving change and facilitating innovation. Though it may take some trial-and-error, this will be an ongoing process that has to keep up with the trends and changing times.
As an HR professional are you struggling with technology in the workplace? What are you doing to improve in this area? Are you making sufficient progress but still need an outsider perspective? Let’s book a few minutes to discuss. I would welcome the opportunity to at least connect to discuss.
Book an appointment with me at https://go.oncehub.com/GregNichvalodoff or call me at +1 (604) 943-0800.