I’m a keen reader of the Chieftech blog and saw this interesting take on the digital workplace
The ‘digital workplace’ (or whatever people call it) is far more than grouping some technology as a response. For me it’s an enabling cultural change to the way we work, manage, lead and combine work with the changing needs of our life.
If you shepherd some technology products under a banner for employees who still spend hours travelling to an office to plug into a network extension and spend one day ‘working at home’ where they complete their standard weekly powerpoint presentations, then this fails to understand what can be achived.
The digital workplace is a mindset and technolgy toolkit that enables organisations and employees to truely shape the environment where they can innovate, create and begin to gain some work / life balance that reflects the growing change of the society we live in. It will provide us the ability to be flexible and agile, enabling us to combine work with true quality of life – raising our children (rather than atching 30 minutes before bedtime) and caring for elderly relatives, having freedom to think and create in an environment create by the you rather than sat at a white desk, in a white office.
Organisations that have the tools but still expect powerpoints, use the term ‘working at home’ and continue with the statics processes around people development and innovation (just look at the standard yearly appraisal systems) will be on the wrong side of the digital divide.
Leaders need to understand where best employees can innovate and create, employees need to develop disciplines and behaviours that understands that the physical office is perhaps the worst place to get their work complete and Intranet Managers, or whoever is respoonsible for stewardship of this toolkit need tolearn more nuturing and relationship skills rather than managing a database behind a firewall.
It’s a ‘must happen’ for organisations (particularly in the West) that will enable us to complete in a new economy. The alternative of more of the ‘corporate shoulder pads’ of the 1980s is something that will ensure organisations fail to atract the best talent and the best responses to changing markets.