FIVE different generations are employed in today’s workplace – bringing together a powerful mix of expertise – but also raising important management issues.
Established and emerging digital technologies have supercharged the world of work and created slicker ways of operating. These changes have brought with them risks and rewards and firms are being urged to review their systems, keep talking to their team and protect their business by updating their policies.
In a drive to help businesses, Lincolnshire-based Octagon Technology and B & G HR, along with the Yorkshire Psychology Service (which has county clients), have teamed-up to stage an informative seminar.
Stop Texting and Get Your Hammer Out! takes place at The Bentley Hotel in South Hykeham, near Lincoln, on Monday, 23 November, 2015 and runs from 4pm to 6pm. Places cost £10. People wishing to book should email: kamila@octagontech.co.uk
Octagon Technology Technical Director Clive Catton said: “Today’s workforces have never been so diverse, but it is the speed of technological change and the fact that people are working for longer which highlight differences in working preferences.
“Some people put face-to-face communications first, but complement this with the use of telephone calls and email. Others add messaging to the mix and, of course, there has been a huge surge in remote and mobile working.
“During meetings, some people find it unacceptable if they notice a colleague busily texting or writing on a phone, while they traditionally use pen and paper to take notes. At the same time, the digital worker might wonder why they are getting black looks because they are actually taking their notes on the phone.
“We want to raise issues such as this, bring delegates up-to-speed with what’s possible using the latest technologies, highlight the importance of checking that their staff are working efficiently and happily and encourage businesses to implement clear working policies.
Business & Performance Psychologist Alan Searle of the Yorkshire Psychology Service – who will be speaking at the event with colleague Chartered Psychologist Lisa Armstrong – said that in today’s fast-moving digital environment, it can be hard to spot if staff are having mental wellbeing problems.
“You often get younger employees who are very tech-savvy, but just starting out on their careers. They find themselves working alongside colleagues who have spent many years working across a range of sectors, but who may still be trying to get to grips with digital techniques.
“Whatever their age or experience, workers may feel stressed, but also fearful of saying anything. It is vital that managers check that staff are happy and ask if anyone has work, or even personal difficulties, that might be troubling them.
“These may not be immediately obvious, especially where staff are hot-desking or working remotely, but they could ultimately affect a company’s performance,” said Alan.
“We focus heavily on people’s mental wellbeing at work and we are keen to get the message out it is vital to recognise and deal with workplace stress. It is possible to take action and put measures in place to help staff stay mentally well.”
Directors from B & G HR will be able to talk to seminar delegates about issues ranging from contracts to staffing policies and procedures.
B & G HR Director Carole Broad: “The rising trend of employees working remotely and taking their own electronic devices into meetings (often termed Bring Your Own Device – or BYOD) has created important issues for both workers and employers.
“The risks of BYOD include the fact that employers will have less control over a device being used than they would over a traditional corporately-owned and supplied technology, so the security of that piece of technology is a primary concern.
“Putting an effective BYOD policy in place has many benefits. It can result in improved employee satisfaction, increase overall morale, increase job efficiency and flexibility.
“Creating a BYOD policy and implementation plan could also lead to the better separation of data.”
In brief, it is vital that both employees and employers are clear about their individual expectations and where their responsibilities lie.
“The Employment Practices Code explains that workers have a legitimate expectation that they can keep their personal lives private and they are entitled to a degree of privacy in the working environment.
“For instance, if employers want to monitor them, they should be clear about the purpose of that and satisfied that any particular monitoring arrangement is justified by real benefits being delivered.”
Carole added that BYOD policies will have an impact on employment contracts, codes of conduct, disciplinary procedures and a firm’s employees’ handbook.
