All sectors continue to focus on the facilitation of remote and hybrid working. Although this provides employees with much-needed flexibility, leading platforms and infrastructure have a way to go to be truly optimal in the long run.
If workers are left alone for too long, they may feel disconnected from their projects and daily operations. A lot of digital activity and messaging can be overwhelming. For remote and hybrid models to function effectively, a balance must be found between these scenarios. If skill development channels and ticketing are not in place, IT support and training can be lacking.
In this article, we will explore the common IT-based challenges that businesses face when it comes to remote work, and what they can do to overcome them.
Notification noise
The use of platforms for communication between employees, such as Microsoft Teams and Slack, has proven to be a key factor in keeping projects going while staff were away from the office. Notifications received 24 hours per day, if they are not managed correctly, can lead to disengagement and employee burnout.
Overuse of channels can cause employees to become overwhelmed and interrupt their work. Unily’s research shows that 77% UK and US workers find notifications at work distracting. Nearly half (48%) are pulled away from their tasks every half hour.
Businesses should use scheduling tools to block out time for deep work in order to reduce the potential productivity loss that could be caused by keeping track of notifications and messages across multiple apps. To further establish boundaries, email and messaging platforms outside of core office hours should be minimized.
Customizing the priority of notifications can be a great way to improve your experience. For example, you could separate out messages sent via the whole-channel from messages sent directly by departmental colleagues and managers.
IT training gaps
Training gaps can occur when new IT platforms and processes are implemented due to a possible disconnect between remote and office-based workers. The evolution of digital collaboration is essential for engagement and innovation. However, it should not be at the expense of employees.
WFH Research has found that remote workers devote 25% less time to career development than office-based colleagues. It could be that managers spend more time at the office and don’t set aside time to equip remote staff with current skill sets. Even if you have the time to train remote employees, it will be useless without the proper online resources.
There are many workplace training providers available today that can be integrated into the career development pipeline. All training content must be standardised to meet the goals of an organisation. This will be impossible if different providers for different departments are used.
SSO should be implemented into HR platforms or via email links to make all resources easily accessible. All learning materials should also be centralised in a single Learning Management System (LMS ).).
How to overcome management proximity bias
Performance reviews are now partly or completely online. HR Magazine reports that while managers strive to be engaged with employees wherever they work, a majority of employees (21%) are concerned about proximity-bias – the preference for staff who are seen face-toface to remote staff. Future Forum research also revealed that
- AI’s role in remote collaboration and communication
is most concerned about inequities that exist between employees on-site and those who work off-site.
Regular check-ins are essential to maintain employee engagement, both inside and outside the office. They should be agreed in advance rather than being impromptu. It is important to provide updates on daily tasks as well as commenting on and collaborating digitally on ongoing projects.
AI summarisation features built into platforms are also a great way to keep workers on track if they have missed any meetings or conversations. By regularly implementing these measures, those out of the office will no longer be forgotten.
Hardware issues
Fixing hardware problems while working at home is another common IT challenge. It is not uncommon to partner with IT support providers who can look at the operating systems for staff outside of the office. These suppliers work with multiple companies simultaneously, which can cause a backlog and overwhelming demand.
When laptops and other equipment tools are not standardised, it can be difficult to address malfunctions. Windows laptops will have a different control panel to Macbooks. It is important that employees provide a bespoke service.
Support should be available 24 hours a day to ensure devices are updated and secure, as well solving IT problems along the way. Support teams can reduce bottlenecks by using a ticketing system that automates troubleshooting. Live video chats should also be available alongside the traditional channels of phone and email.
Resolving equipment issues using a combined system that combines ticketing and communications can minimize issues as quickly as is possible. The need for new equipment will be determined more quickly.
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Control of Staff Expenses
Last but not least, there is a need to address the lack of transparency when it comes spending on software and equipment. Global firms will also need to manage their spending in different currencies. The protocols will differ from one company to the next, but they should all aim for a quick reimbursement of expenses and a tight control based on agreed infrastructure.
Remote employees’ expenses can include travel, entertainment, and IT equipment. A digital expense management system is essential to keep spending under control and reimbursements in check. It is often included in the payroll platform that the company uses.
A system like this will help to prevent fraud and minimize financial complications. The finance team, as well as employees who are involved in each transaction, can see the real-time tracking. This will help close any visibility gaps that might otherwise exist when managing remote staff.
