Collaborating through tech

While not wanting to undercut the experience that so many people are going through with working from home — especially when it comes to people with young children or vulnerable family members — Carolyn Byer, head of HR at Microsoft Canada, says the pandemic has provided an excellent case study on remote working.

“It’s the first time that so many Canadians are actually experiencing a flex environment,” she says. 

“What we’re going through now is really going to shape the future of the work because what we’re seeing is some organizations have completely elected to go remote — which we’re referring to as a digital-first organization — [and] are introducing new cultural norms.”

Whether it’s education, health care, government, retail or finance sector, the COVID-19 pandemic has really forced businesses to reimagine their operations by undergoing an immediate shift to remote working, says Byer, in sitting down with Canadian HR Reporter for a virtual chat.

“It has been challenging to some; others have made this shift rather easily.”

The future of work is being shaped right now and there is no doubt that COVID-19 has marked a turning point for Canadians in how they perceive the need to really go back to a centralized office, she says.

“When I think about, ultimately, what’s going to lead to a successful hybrid work culture, it’s going to be one that empowers employees with the right support, tools and technology to really get work done, when and where they feel makes them most productive.”

Tools for the future
With the dramatic rise of remote work brought on by the pandemic, collaboration platforms such as Microsoft Teams have soared in popularity, allowing for workplace chat, video meetings, file storage and application integration.

Indispensable as a tool for getting the job done, the technology can also support employers in areas such as workplace culture and employee recognition, says Byer.

“When you think of Microsoft Teams, what it’s really allowing so many to do is it’s enabling them to stay productive, still stay engaged at work while still managing the demands at home,” she says.

“[It’s’] a hub for teamwork because what it really does is it enables chat, it enables file sharing, it enables video to really keep teams connecting and collaborating. And right now, this has become so critical because the traditional ways that we do work are no longer even possible or even feasible.”

The new tools also offer a lot of flexibility — a must-have considering the dramatic changes happening in today’s workplaces.

“When we look at today’s workforce, I’d say it’s constantly evolving and every organization — regardless of its size — is really seeking new ways to keep up with this unprecedented rate of change,” she says.

“We are a diverse workforce — with a whole bunch of different ages, demographics, different backgrounds, different roles — and with this diversity, we all have different preferences on how and when we engage in work and [how to be] the most productive that we can be. And I think with new collaboration and productivity tools, it really does make it possible for leaders to reimagine how they empower their employees, engage their customers, optimize their operations and really transform their products.”

People have more power at their fingertips than any generation before, but the tool of technology is only as powerful as the person who wields it, says Byer.

“As technology really reshapes the phase of business, I think every organization is tasked to reimagine how they’re going to empower their employees, engage their customers, optimize their operations and really transform their products. And when you look at a modern work environment... whether it’s working from home because of a snowstorm or responding to this pandemic… just accommodating an appointment, it’s really about empowering your employees to use the tools they need to work when and where they’re most productive.”

Digital skills key to success
Technology is constantly evolving and it’s imperative that employers are investing in upskilling and training to ensure that employees gain the skills they need to be productive, says Byer.

“When I think about those organizations that reinvented themselves over and over again, they really have a workforce that truly backs them up, and what I mean by backing them up is that their workforce is agile, they’re adaptive.”

Many employees are now equipped with basic digital skills, but it’s really going to be up to employers now to make sure that they have that right technology, that they’re helping their employees be more productive, more engaged, really more connected no matter where they are, she says.

“Organizations really do have the opportunity to create an open digital environment for teamwork, one that enables people to really come together, to think, create, co-create and make decisions and be able to perform their roles and drive a real business impact.”

While some employers are already digitally savvy and have transitioned well into the highly remote environment, others might require more training around upskilling, says Byer.

“What we’re learning as we’re working with our clients and even working with our own teams is that, as we transition more to these hybrid environments, we know and we have to acknowledge that everyone adjusts at a different pace, but we could still work productively while accommodating the needs of our workforce as long as we really truly keep the lines of communication open and really engage with our teams,” she says.

“What’s been so important is that we’re really seeing this need to keep things personal. How do we use our technology to really be able to recreate a more natural experience, essentially making our technology more human and more inclusive?