However, since the investments have already been made, employers should evaluate the outcomes. Here are some questions to ask:
- Could you properly integrate these new tools to the company’s existing digital infrastructure?
- Did the tools help improve collaboration and productivity in the teams?
- Are the issues just teething problems or would they require long-term fixing?
- Did the tools expose the company to cyber-attacks?
- If you invest more in these new digital tools, would they meet your digital transformation goals?
While it sounds cool and exciting, not all investments in technology can benefit the organisation. It all depends if they can help pave the way for you to meet your long-term goals.
From a HR viewpoint, here are some factors to consider whenever you invest in technology. A good tool should:
- Drive and optimise organisational productivity
- Improve employee retention rate and reduce attrition
- Increase collaboration and help build organisational synergy
Therefore, it’s worth taking the extra time to look at the gaps and lapses in your digital infrastructure. If the digital tool cannot resolve the issues that you are facing, nip it in the bud and cut your losses.
However, if the digital tool has the potential to break down barriers and drive better collaboration and productivity, you may want to explore further and increase your investments in that particular area.
4. continue to have regular check-ins
Many people have gotten accustomed to working from home where they have more autonomy with how they want to plan their working hours. Now, employees need to re-familiarise themselves with working at the office.
During the first week, employers can expect a burst of energy from most of their staff, as many will be excited with finally seeing their friends and colleagues after spending a few weeks or months at home. However, some employees may dread the feeling of going back to the office. Working parents or employees who live with elderly parents will need more time to make arrangements for their dependents.
As the team’s manager, you should keep track of your employees’ energy levels, work performance and attentiveness when they return to the office. If you notice anything different, step in to offer support to those who are having a more difficult time adjusting back to the office.