There are a lot of comments, opinion, discussions about the Digital Workplace but very few pieces of hard evidence that demonstrate what it means to you and your organisation. There is even less evidence that is free AND reliable that you can find too!
But there is one way to have this for free by completing the Digital Workplace Survey.
The Digital Workplace Survey is in it’s 8th year and provides insight into short and long term trends in the digital workplace. This is useful, not just for staying in touch with trends and planning minor enhancements in your own workplace, but also in strategising the future roadmap and major updates. It’s a great tool to share with senior management as it shows what other organisations are doing in the space via survey results, expert commentary and case studies.
Participating organisations receive a free copy of the report and a customized Digital Workplace Scorecard which can be used to compare against similar organisations.
There are only 10 days to go before it closes on 21 November so don’t delay participating!
What is the purpose of your intranet team?
How many people should you have in your intranet team?
What should their roles be?
How much money should your team have to improve your intranet?
What is the right level of support from your senior managers?
All of these questions I used to ask when I was the BT Intranet manager and since I left BT I have found clients who also ask me the same type of questions about their intranet team. Intranet teams mean different things depending on who is asked. How do you define an intranet team? It is the importance your organisation gives to your intranet and the resources it gives that normally decide your chances of succeeding.
Luckily we have Uju is studying for a MSc in Information System Management & Innovation at Warwick Business School to help find the answers. She is working with Professor John Baptista and in partnership with ClearBox Consulting.
Uju is researching intranet teams and how they are organised in various organisations within various industries. Factors to be considered include team structure, budget, geographical distribution, organisation size, industry, intranet usage etc. She is researching these topics using a survey and in-depth interviews. She will compare the results with relevant literature and best practice.
Can you please find a few minutes to help by completing Uju’s survey? She will share the results with everyone who complete the survey at end of the research period.
Thank you in advance for your help from Uju and me. :D
I have recently been reading Jane McConnell’s report ‘The Digital Workplace in the Connected Organization‘. You will have to go a long way and use a lot of effort to find another research report that will be as interesting, insightful and better value for money. If you haven’t bought a copy then please consider seriously doing so.
What is new this year?
The Digital Workplace Scorecard
The main innovation is the Digital Workplace Scorecard, which is based on the nine dimensions of the digital workplace model described in this report. The Scorecard works from self-assessment: scores are calculated based on several hundred data points from the responses to the online survey questions.
All participants receive (privately) their own scorecard and can compare themselves to others in their industry by looking at the industry-specific scorecards or to the Early Adopters. All industry scorecards are published in the report.
The digital workplace in the context of the organization
This year’s report represents a major step forward in understanding how the digital workplace impacts and is impacted by organizational processes, structures, leadership, culture and mindset. The survey covered these points in addition to the traditional questions about people capabilities, mobile services, finding expertise, sharing knowledge and so on.
Twenty-three “In Practice” Cases
“The Digital Workplace in the Connected Organization” contains 23 “In Practice” cases that are developed in more detail than in previous years. The organizations selected for these cases stood out during the data analysis process, either because of high scores or because their comments and examples are relevant to challenges many organizations are facing today.
There are so many great insights and highlights that I was spoilt for choice on what to write about. Three highlights for me are:
Jane identifies this as a critical factor defined as ‘the values, expectations and ways of thinking that determine how people and organizations act’. My experience with intranets successfully transforming into digital workplaces requires senior managers to lead and encourage employees to change their way of working. Even more important is for senior managers to demonstrate by example how they are using it to help themselves for employees to follow.
Many organisations have just started to adopt digital workplace ways of working. Many of my clients are in this position. Factors like access to real-time information, finding out information from people you don’t know and resilience when bad weather or other problems can affect service. Adopting the digital workplace can help to remove these major business issues with benefits of improved customer service and productivity savings.
As Jane says in her report ‘People are increasingly deciding how they want to work and which tools suit them best regardless of corporate policies.’ with organisations recognising this as becoming the new reality with many employees saying they are ‘discouraged but accepted’ when using personal devices for their work. To me that feels like a major shift from a year ago and one of my 2014 predictions.
Overall this research can be referred to many times as you continue your jouney to a fully integrated digital workplace for your organisation.
Posted in benchmark, best practice, digital workplace, engagement, intranet, mobile, research
Tagged benchmark, best practice, digital workplace, engagement, mobile
The 8th annual survey – Digital Workplace Trends 2014 – is now open. It will close mid-October. You are invited to participate in the survey and in return you will receive:
- A free copy of the “Digital Workplace Trends 2014″ report on 31 January 2014. (This report is commercialized at US$ 530 for non participants.)
- A customized Digital Workplace Scorecard. The scorecard is calculated based on responses to a selection of questions in the survey. It gives a sense of where the organization is at compared to other similar organizations. (Available in the first part of February.)
The survey will take you from 45 to 60 minutes to complete. You can exit the online survey platform at any time, and return later to where you left off. Just sign up
to get started.
Themes covered this year:
- What makes up the digital workplace
- Impact on the physical workplace
- Social collaboration
- Enterprise social networking
- Video and e-learning
- Information discovery
- Business impact of the digital workplace on the organization
- Leadership involvement
- Strategy, governance and decision-making
- Change and challenges
- Preparation for the future workplace
In my last post ‘Letting the mobile genie out of the bottle‘ I said mobile is one of the key drivers for the transformation of intranets into digital workplaces which could become mobile workplaces but progress is patchy. I asked how do you manage this so it benefits your organisation and people while managing the risks of bring your own device (BYOD), intellect property, consuming and contributing content, and using apps that are available anywhere, anytime?
It is no surprise if I say a mobile strategy to set you in the right direction is a good start to make. Setting the right direction for your organisation with mobile is critical. To do that you need to know why is your organisation considering mobile access to your intranet. You need to develop a strategy aligned to your overall business strategy and other strategies that may conflict, support, or overlap with your mobile strategy e.g. IT, Communications, Security.
Your mobile strategy will need to show how it will help to improve the performance. You need to first research how productivity can increase with people more mobile. You need to find out which content and apps are most needed while people are mobile. Ask people what tasks need doing most or have the biggest impact if done with a mobile device.
Without a mobile strategy, with clear priorities shown, there is little chance of creating a successful business case that can help people and your organisation. But who should be responsible for sponsoring the implementation of your mobile strategy?
You need to find a senior manager who will champion this or, better still, a group of senior managers from across your organisation. Consider who will have the biggest influence on your mobile strategy. Check out who will be most affected by your strategy. Lastly, who has the biggest interest in a mobile strategy being adopted.
Involve these people and any people they nominate in developing your strategy and working out the best way to get your organisation to adopt.
When you have achieved this you will need governance so your mobile strategy sets out and continues in the right direction. More on this in a future post.