In my last two posts about the digital workplace I have covered an example of how field-based people use the digital workplace. I then covered how people’s perception of the digital workplace should be more than just considering it is for office-based people only.
But is the digital workplace the best term to describe the new ways of working that people are adopting? Is a term like ‘digital working’ a better description than ‘digital workplace’?
Firstly I don’t get too bothered about terms. As long as there is a common understanding between me and the people I am communicating and working with then that is fine with me. But it does help if that understanding can be easily achieved using a term that is meaningful.
I describe this simply as ‘Work is something you do, not a place you go to’. In a digital workplace you can:
- Work from any location or while mobile
- Have the same or similar online experience
- Collaborate, search, and complete tasks online
- Choose what tools you can use to do this
- Feel comfortable whenever you are using it
- Be confident you can use it when you need to
- Have a better work/life balance
There are other, more detailed, definitions that describe the digital workplace.
But isn’t that explained as well by the term ‘digital working’? It removes any ambiguity about it only referring to office-based rather than field-based or mobile people’s ways of working.
Is it better and maybe more meaningful to use the active term ‘working’ rather than something passive like ‘workplace’? Does the increasing use and influence of mobile working also mean we should consider using ‘digital working’ now?
What are your views on these terms? What best suits how your people in your organisation now work? Is it ‘digital workplace’ or ‘digital working’ that we should be using? I would love to hear from you.
Posted in collaboration, community, digital workplace, engagement, governance, intranet, mobile, search
Tagged collaboration, digital workplace, engagement, governance, mobile, search
I have the great privilege of delivering the keynote address on 13 November at the IntraTeam Event in Stockholm. I will be showing delegates how to sell the idea of mobile to senior executives with examples of how a good experience along with a great plan can convince decision makers in your organisation.
This builds on previous posts on mobile which you may have missed before over the past year. I have shared my presentation here for you to find out more mobile.
I am looking forward to meeting some old friends as well as make new friends during this conference. If you can’t make the conference then you can follow on Twitter #IES13 to find out what is happening.
If you can’t make the conference but would like to meet up with me please contact me as I have some limited free time on 12 – 14 November while I am in Stockholm.
Posted in benefit, digital workplace, engagement, intranet, mobile, plan, strategy, value
Tagged benefit, digital workplace, engagement, intranet, mobile, plan, strategy, value
In my last post ‘BT field-based workers use the digital workplace‘ I talked about the benefits and drawbacks of people who work remotely adjusting to huge changes in the way they work.
It made me think of when I have discussed with clients or people at workshops or after presentations who had the view the digital workplace only affected people in offices or more specifically ‘knowledge workers’. They were surprised this wasn’t the case.
So, let me say now very clearly (big drum roll please) the digital workplace is for all employees. In fact it can extend to their customers, suppliers, and other third parties who they share a working relationship with.
A digital workplace’s prime aim is to help and support employees whether office, mobile or home-based, to be more effective. That will mean being more productive – no delays finding what you need, completing tasks when you need, sharing knowledge online with other people – and effective so your organisation benefits too.
Examples of how other employees, not office workers, can benefit from using a digital workplace are:
- Retail staff using tablets to stock-take on products and order more.
- Retail staff at check-outs having latest news shown on equipment they also use for payment of products.
- Mining of minerals using vehicles and tools operated from remote locations away from the mining area.
- Meter readings for customers’ use of utilities e.g. gas, electricity, and water uploaded in real-time for bills to be created and issued while the person is still continuing to visit other customers.
- Parcel deliveries tracked using GPS by customer service to monitor and send updates to the delivery person’s mobile device.
- Field engineers able to use mobile devices to receive customer information before visiting and update with the outcome before moving on to their next customer.
These are just a few examples to illustrate the point I am making here. The digital workplace affects all employees. The level of impact will be different depending on the work but it is hard to think of work that is NOT influenced in some way by a digital workplace with news, collaboration, online tasks and processes.
What examples can you think of?
Posted in benefit, collaboration, communication, digital workplace, engagement, intranet, mobile
Tagged benefit, communication, digital workplace, engagement, mobile, value
I had the great privilege to present the keynote at the first Intranatverk conference in Gothenburg last month. All my expectations before I went were surpassed. For those of you who didn’t go, you missed a real treat. The good news is Kristian Norling plans to repeat Intranatverk so look out for future announcements!
I talked about how “Resistance is futile – the digital workplace is coming”. Showing how a better way of working – for people and for organisations – using new ways of working like the digital workplace, is something I feel passionately about. Adopting the digital workplace can help improve how we work now and achieve the many benefits other organisations have achieved already.
Why would you choose alternatives with benefits like these? The examples of Google and Yahoo! will prove to be wrong and need U-turns if these organisations want to avoid falling behind their competitors who take the right approach to transforming their intranet into a digital workplace.
People benefit by:
Working from any location or while mobile
Having the same or similar online experience
Collaborating, searching, reading, and using apps online
Choosing which mobile devices to use
Feeling comfortable whenever they are using it
Being confident they can use it when they need to
Having a better work/life balance
Organisations benefits with:
- Less wasted property space and costs
- Improved productivity
- Lower absenteeism rates
- Reduced people turnover
- Stronger business continuity
- Less environmental impact
The approach needed is to:
Read more about these benefits, watch the video of my presentation and the brilliant sketchbook of the key points by Francis Rowland.
Posted in benefit, best practice, digital workplace, engagement, governance, intranet, strategy, value
Tagged benefit, best practice, digital workplace, engagement, governance, intranet, standards, strategy, value
This is the second in my series of posts showing examples of the benefits and savings organisations have gained by shifting work to a digital workplace. It draws on my previous posts on how you need to plan your strategy, governance, and management of content, tools, and services for a digital workplace. This is essential when transforming your intranet into a digital workplace. The first post ‘Great examples of Digital Workplace productivity savings‘ covered productivity.
I will be using examples from the Digital Workplace Group‘s report ‘What is the financial value of investing in digital working?‘ that show what can be achieved if your organisation can take the right approach. My second example is how reduced absenteeism can lead to savings in your time working and show on your organisation’s financial bottom line.
How to make the savings
I posted on how to encourage people to be more engaged with their organisation:
- Policies that encourage you to move to a digital workplace
- Recognise and reward the right behaviours that make a DW succeed
- Working styles that encourage productive and effective working
What can be achieved
- Studies indicate significant costs to employers from absenteeism. For example, average direct and indirect costs of all categories of absence are estimated at about 35% of payroll.
- The value of reduced absenteeism from half-time telework is estimated at an annual $1,900 per teleworker.
- Improvement in overall work-life balance, and reduction of stress, are key factors in reducing absenteeism enabled by new ways of working.
- The digital workplace produces significant and sustained reductions in absenteeism and the direct and related financial gains from this are dramatic.
- A study showed 63% of BT homeworkers take fewer sick days than office-based people
- And 74% of BT homeworkers have a “good” or “very good” work-life balance
- Surveys showed 4% of US people have called in sick to work because they couldn’t face their journey to work
- US Dept. of Labour estimated 3% to 5% of the workforce was absent on any day in 2010. So, any slight improvement means large sums of money saves.
There are more examples and details in ‘What is the financial value of investing in digital working. My next post will cover declines in staff turnover.