Seventy-five per cent of Canadian organizations surveyed make data securely available to all users using file sharing, compared with 59 per cent globally, and 77 per cent provide training to all employees for tools, software and services. And it’s expected that even more progress will be made over the next three years both in Canada and globally.
Comprehensive mobile strategies are crucial to capitalizing on the new way of working and require the collaboration of departments beyond just IT.
In developing mobile-first business processes related to enabling offsite environments, flexible work schedules and mitigating burnout of constantly connected employees, companies can maximize the digital workspace. As a result, they are also likely to see an improvement in employee performance, productivity and company profitability.
Process efficiency, customer experience and profitability are also identified as top payoffs of digital work. Not to mention, it can help companies address talent gaps and widens the pool of available workers from different geographies or other limitations.
Oct. 21, 2017 "Is workplace loyalty dead in the age of the millennial?": Today I found this article by Merge Gupta-Sunderji in the Globe and Mail:
As a result, the unfortunate, widely held sentiment is they cannot be counted on to stick around for the long haul, nor ever be loyal to a company.
Career employees are no longer dreaming of the day they retire with gold watches at the age of 65. Today's employees are thinking of themselves more as free agents in a sports franchise.
Engage and excite your employees by changing things up. Modify responsibilities frequently, or rotate staff in assignments more often. Send them on work-related field trips such as visits to customers or to off-site locations. Provide abundant opportunities to learn. Make work fun.
While this may sound completely irrational to some, it's worth remembering that the give-and-take goes both ways. If you extend flexibility to your staff whenever you can, they'll happily roll up their sleeves and willingly pitch in when a deadline is impending or a major company objective is at stake.
Besides, it is not a bad thing when employees want to know how they're doing; it means they want to improve and make a positive impact. So tell them. Frequently. In fact, a June, 2016, Gallup poll showed that employee engagement was highest for those who met with their manager at least once a week, or more often.
Think of them as the really nice house guests whom you want to stay, but you know will eventually leave. Or if you're a parent, as the kids who will eventually grow up and move out of the house. Ironically, if you regard them in this light, they will probably stay longer than you expected. And who knows? Just like adult children who nowadays are often prone to moving back home, maybe your departing employees will return once again for an encore stint with your company.
There is also the issue of layoffs of employees in this country in order to hire workers for the same positions for much less pay in developing countries - ie. outsourcing. Employers nowadays treat employees as nothing more than a cost/liability to be minimized. Why should we employees demonstrate loyalty when employers have shown us none?
You cannot ever leave your employer, unless you decide to abandon the field where you have done all your training. It certainly makes me love my employer even more.
On top of that, upper management in many companies deal with millenials in a tone deaf, belligerent and autocratic fashion. Few millenials can put up with that for very long.
They start and expect preferential treatment from everyone and anyone. If they don't get it, they complain, write letters, write management, act as if they are management and the list goes on. It's as if high school has never ended for these folk.
It's really difficult to work with, and in private meetings, the higher ups have said they do not like to hire millennials for these reasons.
The theory is that you gain valuable experiences with multiple employers along the way and learn what doesn't and does work. You can't get this by being "loyal". Companies that only promote from within are likely to fail because inbreeding of management causes everyone to think alike and leads to insanity.
My 4th job was my own business which I sold at age 52 and retired. Do not be loyal because the feeling will not be reciprocal.
That comment could have been written in an article in 1993. Honestly, go through the G&M archives from 25 years ago and you'll find all kinds of handwringing about unreliable Gen-Xers and a corporate culture that no longer valued loyalty.
I know this article is targeted towards me, but it's still funny.
I might give up being an Entrepreneur for these field trips