Whether or not you’ve heard about the deal Google revealed this week regarding its productivity suite Google Apps for Work, allow me to fill you in on the details...
We’re amidst an exciting time in the world of enterprise collaboration. Specifically, chief decision makers are deepening their understanding of collaboration as less of a technology buzzword and more as an addition to their arsenal of tools for establishing lasting organizational change—from changing culture to improving employee satisfaction and health.
If you’re a manager of any kind, take a moment to think about the team you oversee. How many people in your department work from home at night—even if it’s just to catch up on a few emails? How many hop on a quick conference call while running errands during their lunch break?
Finally Doing Away With the ‘I Don’t Knows’ and ‘Not Nows’ in the Workplace
There seems to be a case of the “I don’t knows” within the modern day workplace, and it’s a fast-spreading, contagious disease. Without the right tools and technologies, it’s not uncommon for employees to pass off responsibilities or duties to one another simply by shrugging them off their own shoulders. When following up on a task, project or other deadline-driven initiative, for example, unprepared workers can resort to the fact that either the present is not a good time for a follow-up, or they simply don’t have an answer.
No company can remain efficient nor profitable without the ability to seamlessly communicate and collaborate. The level of efficiency and profitability a company experiences, however, depends on the technology it has implemented in order to do so. Below are three communication technologies and practices that could be slowing your team down and wasting vital work hours:
Employers have a more difficult time keeping a fire lit under their teams during the sunny days of summer. In employees’ eyes, the season offers up prime conditions for taking advantage of paid time off to travel or just relax in vacation mode. Many companies even support summer enjoyment by decreasing Friday work hours.
In the world of enterprise collaboration, employers should be keeping a close eye on hiring and nurturing employees who are characterized as being creative thinkers. There are common traits that these highly creative people embody in comparison to others who may be a bit more technical. In a recent article covering the subject, the Huffington Post described these creative types as being hyper-observational and people who seek experiences and ask questions in order to see the big picture, for example.
One’s ability to work remotely depends on his or her position within the company. For example, it can be difficult for Managers, Directors or C-level executives to work outside of the office. Although these people frequently work outside of the office while traveling to meet with prospects, collaborate with partners and network with other thought leaders, during a regular workday these leaders’ should be on-premises in order to effectively oversee operations, direct and influence company culture and ensure team unity.
Imagine you’re working remotely today.
What does your workplace look like? If you’re working from home, you might be using some sort of duplicated office setting. Chances are just as likely, however, that you’re sitting on your sofa with your laptop propped up in front of you.
What can be more annoying and time consuming than having to schedule a WebEx meeting on webex.com, email the meeting details to yourself, open that email, highlight and copy the meeting details, open your calendar, create a new meeting and paste those details in your invite?
Every employer should be striving to keep his or her employees happy in order to maintain a positive company culture, increase retention and boost long-term profit. According to a recent study conducted by Virgin Pulse, your best means for doing so involves striking a solid work and home life balance—or providing flexible working arrangements—and fostering positive and collaborative relationships between workers and managers.
With employees experiencing higher levels of productivity and satisfaction using mobile devices for work, more companies are embracing the idea of creating or expanding their mobile and remote work policies. In fact, a recent study revealed that the majority of employees, especially those working in government, feel they cannot perform their jobs effectively without their mobile devices.
So, while it’s clear that employees desire the ability to work using mobile devices, each company must determine what kind of devices their employees will be permitted to use. The choice involves whether to issue corporate-owned devices or to enable bring your own device (BYOD) for employees who want to use their personally owned devices for work.
With research showing that as of last year 20 percent of the global workforce—made up of 4.6 billion people—now telecommute, it’s clear that remote working is no longer a trend.
In Part 1 of this series, we discussed the adoption and maturation of Microsoft Office 365. The tool is preferred among many enterprises for its usability and reliability when it comes to internal and external collaboration. But that doesn’t mean Office 365 is the be-all and end-all solution for streamlining and accelerating collaborative efforts.