Working from home The Viva Connections tool, for example, allows individuals to define


their own digital experience, focusing on the content and applications they value most, as well as enabling businesses to communicate with employees in a more tailored way. The platform does this by allowing an existing intranet to be brought into Teams. Another tool is Viva Topics, helping employees with tasks or knowledge-sharing by assisting employees in quickly locating relevant information, resources and subject matter experts across their organisation. Personal development has always been a drive for many people in their


careers and a staple for many business cultures. A platform that supports this in the digital environment includes Viva Learning. It provides the tools for bite-sized (or micro) learning in the flow of work as an alternative to dedicated learning time, which for many, has become more challenging to maintain. For many businesses, one significant aspect of physical culture is


breakout spaces for their employees, where they can ask questions or go into separate rooms to hold calls and meetings. A technology that can provide these spaces in the digital arena is Microsoft Mesh, a virtual shared space that can act as an alternative for calls and meetings. Hybrid and remote working have now become a staple and necessity for


many people in their jobs. Technology must be used to its full capabilities to create the same open and welcoming culture employees would find face-to-face.


Should companies focus on replicating their culture for hybrid working, or create a new culture to adapt to new working environments? For any organisation, culture is the sum of different personalities and relationships that interact with one another while pushing towards the same goals. Mutual environments that contain these relationships, whether physical or digital, must align to support culture and empower and engage users. Technology is a crucial component of this and must be aligned to create a positive employee experience. It is crucial that companies look at the last few years and acknowledge


that there has been a huge shift in the way people work and, therefore, how people are now interacting with each other. Even in the physical working environment, there can be a significant difference in the culture pre- to post-pandemic. This will require adjustment, understanding, and some trial and error.


Leaders within an organisation will be the ones to guide and nurture company culture, determining what works well with their staff and what doesn’t. This can then be replicated in the post-pandemic working environment. We know that perfectly replicating the synergy created through working


in a natural office space with just technology can be exceedingly difficult, and businesses need to acknowledge this. The serendipitous moments generated in breakout areas can’t be scheduled as a virtual meeting. Yet, spaces within digital channels can be provided to help employees create new breakout areas and increase engagement around interests, knowledge- sharing and resources.


Can we use technology to maintain remote/hybrid working, without the associated risks such as screen fatigue and digital burnout? The simple answer is yes, but it’s all about balance. How technology is adopted and implemented plays a big part in mitigating the risks of digital burnout and screen fatigue, and it must be managed effectively. Businesses


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can be at risk of overloading their employees with new applications and platforms they must manage while completing their work and socialising with colleagues. Frequent, transparent and effective communication, such as stripping away technical jargon and creating best practices that help explain the benefits of a new tool, platform or security protocol, is essential to allay concerns. This is where employee experience plays a significant role in curating


digital workplaces to create a balance of new technology and a healthy work environment. Viva Insights, for example, provides employees with personalised analytics that inform them of unhealthy working patterns, such as working large amounts of overtime, email overload and lack of focus time. The software then provides suggestions for employee wellness, such as blocking time for admin in calendars or suggesting meeting-free days. Companies should balance digital and physical spaces to generate the


healthiest hybrid working environment possible. As mentioned before, what may work for one employee may not work for another, so creating a balanced mix is very important. Social events, away days, non-work- related team channels and mandatory team days in the office, for example, can all help keep an organisation’s heart beating. Business leaders should also maintain and encourage transparent and open dialogue between peers and management to ensure everyone gets the support they need.


What can employers do to ensure accessible and inclusive technology is available for remote workers? Supporting remote workers must be viewed through the lens of a business change programme, with a focus on employee experience. The move to remote working models has removed the organic engagement that exists in the office environment. Where once leaders, and management could support initiatives or technology adoption through direct engagement with employees, the move to digital channels and the dispersed and divergent nature of remote-working situations has challenged this unified approach. Employers should encourage open employee communications. One way


to do this for a hybrid workforce is through curated intranets. A browser- centric intranet, for example, provides the navigation and support guidance employees are going to need to find their way around a comprehensive set of technologies. Employees who may have difficulty with digital accessibility, whether


because of age or a disability, for example, could suddenly feel like they can no longer engage with their working environment, creating adverse effects on their ability to work and their mental health. Acknowledging this element, and perhaps curating more touchpoints for certain employees, helping them with onboarding and getting to grips with new technology, is just one of the ways this can be avoided. Inclusivity is essential for creating an effective hybrid working


environment. This process and ingraining the use of features that increase accessibility is vital when it comes to supporting the individual needs of employees. Something as simple as turning on closed captions in virtual meetings


as standard or understanding how users with visual or auditory impairments need support with communications and collaboration tools are good examples of how optimal inclusivity can be achieved with minimal changes to standard processes. When reinforced and supported by business leaders, these small changes become the norm and allow all employees to thrive.


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