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Four ways technology is transforming the employee experience

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The pandemic has left a lasting legacy on the workforce, upending traditional work norms and accelerating digital transformation in the private and public sectors. New and emerging technologies play an important role in the post-pandemic recovery, from new digital public services to new ways of working in government – ​​from collecting and analyzing data to automating routine business functions in finance and HR.

When it comes to the digital transformation of the public sector, we are at a pivotal point, with decisions made now shaping society for the long term. Importantly, the move towards end-to-end back-office and front-office business processes has the power to transform how the public sector’s greatest resource – its people – are supported to thrive in this new paradigm. When recruitment and retention is a growing challenge, we explore how technology can shape a new public sector experience for its employees.

1 – Start by listening
Investing in digital infrastructure promotes agile working, better information sharing and data-driven decision making. This is important when employee engagement and retention remain major challenges for many public sector organizations. Our research on how public sector workers embrace hybrid work dynamics shows that staff feel more engaged when they are listened to and their needs taken into account. It is therefore essential that public sector leaders have insight into the reality of the experiences of their workers.

Investing in experience management technologies can help bring insights closer together when mining sentiment data that captures employee concerns and identifies issues that need to be addressed with operational and business process data. Using data insights, HR and business managers can deeply understand the workforce, their needs, and react quickly to issues, by being both a listener and a responder. It also allows leaders and managers to better communicate to prospecting talent in the market why they should choose to work in their organization.

2 – Support employee well-being
Likewise, harmony between work and private life is crucial for the well-being of employees. However, with remote and hybrid working here to stay, public sector leaders must establish effective mechanisms to understand and maintain employee wellbeing, even when working remotely. Technology can provide a much-needed window into the state of workforce wellbeing.

By investing in data analytics and digital solutions that enable public sector leaders to better understand their people, it is possible to target support and interventions when needed. For example, establishing clear baseline data enables management to make changes such as adjusting staffing levels, training workers in new skills, and assessing their talents and interests.

Digital solutions can also make it easier to identify employees most at risk from issues like fatigue, burnout, or stress, providing insights that can help managers intervene early, redistribute work, and reward employees who go above and beyond.

3 – Simplified collaboration
During the pandemic, digital tools have become the foundation of working in the public sector. In fact, our survey found that 70% of public sector employees said digital collaboration tools had a positive impact on their performance. However, as the number of digital tools increases, the complexity of managing multiple collaboration platforms can pose operational challenges that undermine productivity. Now more than ever, public sector organizations need to focus on streamlining digital collaboration so employees are helped to work together seamlessly, reducing administrative burden and providing new opportunities for flexible work.

For example, organizations can consider creating a single digital workplace platform that combines multiple workplace apps into a single environment by seamlessly connecting apps from different vendors. This allows employees to access all collaboration tools from a single point of contact, with personalized tools that help them perform at their best.

Additionally, by integrating AI capabilities into business collaboration applications, teams can benefit from intelligent information filtering and personalized recommendations that can improve work performance.

4 – Continuous learning in the digital age
More than nine in ten employees say they would stay longer in a position where the organization has invested in career development. Employees are motivated by meaningful work that provides opportunities for growth. Technology can help organizations create rewarding cultures that emphasize continuous learning. In an age of flux, with changing roles and technology playing a greater role in all areas of work, employee development and reskilling can facilitate the transfer of talent between different departments to meet emerging HR needs.

It is essential that employees have easy access to learning and development opportunities that match their needs. Using data insights, personalized development and growth opportunities can be offered to employees, and matched to business needs through an opportunity marketplace. Learning support can include digital tools to encourage remote training and development. It can also include knowledge sharing through digital collaboration to maximize employee engagement and productivity and strengthen the human connection.

Slowdown, recession and freezing of recruitment; why now?
The public sector would be nothing without the dedicated people who provide vital services every day. Coming out of the pandemic, new challenges present themselves to this workforce. Rising inflation has pushed the UK economy into a downturn and with the specter of recession, public sector services and their employees will no doubt feel the impact. Indeed, the British government has announced a recruitment freeze to reduce the number of civil servants by 20%.

Fewer resources and reduced capacity will have a ripple effect on those employed in the public sector, who have already reported a significant decline in their mental health during the pandemic.

In this landscape, it is all the more important that the public sector has the right people to help it through turbulent times. Finding ways to ensure that staff feel motivated and supported is essential, not only to ensure retention of experienced staff but, as the University of Warwick has found, if staff feel happy and motivated , it is much more likely to provide better services.

While the public sector cannot compete directly with competitive private sector compensation, it can focus on providing seamless, connected, and collaborative employee experiences. It can also provide the one competitive differentiator that the private sector cannot, and it is the purpose, the purpose of serving and supporting the citizens we need most, while providing employees with fulfilling career opportunities. and enriched. Investing in workplace transformation demonstrates the true value of this essential workforce, with today’s digital technologies opening the door to an elevated experience in the public sector.

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