Woolworths Announces Future of Work Fund

5/5 (2)

5/5 (2)

2020 was a strange year for retail. Businesses witnessed significant disruption to supply chains, significant swings in demand for products (toilet paper, puzzles, bikes etc!) and then sometimes incredible growth – as disposable income increased as many consumers are no longer taking expensive holidays. Overall, it was a mixed year, with many retailers closing down and others reporting record sales. The grocery sector boomed – with many restaurants and fast-food providers closed, sometimes the supermarkets were some of the few remaining open retailers.

For many retailers, technology has become a key enabler to their transformation, survival and success (Figure 1).

Technology Focus 2021 - Retail Industry

Woolworths, Australia’s largest retailer, operates across the grocery, department store, drinks, and hospitality sectors. They hold a significant market share in most markets that they operate in. The company had a strong 2019/20 (financial year runs from July 2019 to June 2020) with sales up 8% – and in the first half of the 2020/21 financial year, sales were up nearly 11%. But the company is not resting on its laurels – one of its 6 key priorities is to “Accelerate Digital, eCom and convenience for our increasingly connected customers”. This requires more than just a deep technology investment, but a new culture, new skills, and new ways of working.

Woolworths’ Employee Focus

Woolworths has committed to invest AUD 50 million in upskilling and reskilling their employees in areas such as digital, data analytics, machine learning and robotics over the next three years. The move comes as a response to the way the Retail industry has been disrupted and the need to futureproof to stay relevant and successful. The training will be provided through online platforms and through collaborations with key learning institutions.

The supermarket giant is one of Australia’s largest private employers with more than 200,000 employees. Under Woolworths’ ‘Future of Work Fund’ their staff will be trained across supply chain, store operations, and support functions to enhance delivery and decision-making processes. The retailer will also create an online learning platform that will be accessible by Woolworths employees as well as by other retail and service companies to support the ecosystem.  Woolworths has plans to upskill their staff in customer service abilities, leadership skills and agile ways of working.

Woolworths’ upskilling program will also support employees who were impacted by Woolworths planned closures of Minchinbury, Yennora, and Mulgrave distribution centres due in 2025.

Woolworths’ Tech Focus

Woolworths has been ramping up their technology investments and having tech-savvy employees will be key to their future success. In October 2020, Woolworths deployed micro automation technology to revamp their eCommerce facility in Melbourne to speed up the fulfilment of online grocery orders, and front and back-end operations. Woolworths also partnered with Dell Technologies in November 2020 to bring together their private and public cloud onto a single platform to improve mission-critical processes, applications and support inventory management operations across its retail stores.

Future of Work

For many years, Ecosystm has been advising our clients to invest more in the skills of the business. Every business will be using more cloud next year than they are this year; they will suffer more cybersecurity incidents; they will use more AI and machine learning; they will automate more processes than are automated today. More of their customer engagements will be digital, and more insight will be required to drive better outcomes for customers and employees. This all needs new skills – or more people trained on skills that some in the business already understand. But too many businesses don’t train in advance – instead waiting for the need and paying external consultants or expensive new hires for their skills. Empowered businesses – ones that are creating a future-ready, agile business – invest in their people, work environment, business processes and technology to create an environment where innovation, transformation and business change are accepted and encouraged (Figure 2).

Future of Work

Empowered businesses can adapt to new challenges, new market conditions and respond to new competitive threats. By taking these steps to upskill and empower their employees, Woolworths is building towards empowering their own business for long term success.


 Transform and be better prepared for future disruption, and the ever-changing competitive environment and customer, employee or partner demands in 2021. Download Ecosystm Predicts: The top 5 Future of Work Trends For 2021.

Ecosystm Predicts: The Top 5 FUTURE OF WORK Trends for 2021
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Can Samsung DeX Empower your Employees

4.7/5 (6)

4.7/5 (6)

Over the past 3-4 weeks I have spent some time using Samsung DeX (shortened from “Desktop eXperience”) as my primary desktop environment. DeX has been around for a number of years, and I have dabbled with it from time-to-time – but I have never really taken it seriously. My (incorrect!) opinion was that a mobile chipset isn’t powerful enough for a PC-like experience. But for most of the last year, I have been using a Samsung Galaxy Book S laptop as my primary computing device – and this Windows 10 laptop runs an ARM processor which is the very same processor that powers many Samsung and other Android phones. Microsoft also has an ARM-based PC that I have used successfully (the Surface Pro X) which prompted me to rethink the opportunities for DeX. A number of clients also asked for my thoughts on DeX so I figured it is time to take it seriously as a potential end-user computing environment.

This Ecosystm Insight is a summary of the client report and is the first of a few Insights into DeX. In future, I plan to trial the dual-monitor ability for DeX (developed by VoIP – an Australian ICT consultancy). These Ecosystm Insights won’t cover how to use Samsung DeX. If you are looking for this information, Gizmodo has published a good piece here.

The Trial

In trialling Samsung DeX I attempted to cover all usage scenarios, including:

  • Native DeX with the phone connected to a DeX station and both wired and wireless keyboard/mouse, using both wi-fi and 4G (I live literally 50 metres outside of 5G coverage!)
  • DeX through Windows 10 using both wi-fi and 4G and a wired mouse and keyboard
  • Native DeX connected to a monitor using the Microsoft wireless display adapter (again using both wi-fi and 4G)

In the native DeX environment I worked in the traditional Microsoft productivity apps, collaboration apps (such as Teams, Zoom, Webex, Google Meet), Google productivity apps, web applications (sales, CRM & ERP), file sharing applications (OneDrive, Google Drive), imaging applications (photos, video, image sharing), social applications (Twitter, LinkedIn, Facebook, Instagram etc) and other native Android apps – some of which were optimised for DeX, and some of which were not. I tried to imitate the information worker’s experience; and that of a site or specialist user. I used it as a primary computing environment for most of my work for 3-4 weeks. I didn’t just consume content, but also created content – I needed to be able to sign and attach Adobe documents, create new reports, conduct deep data analysis in Excel and create figures and move them between Excel, Word and PowerPoint. I created and shared leads in CRM systems, did company accounting in a financial application and even had some time to try out some gaming applications.

I have also trialled a Citrix and Amazon virtual desktop in all environments – running productivity applications, finance applications, graphics intensive applications and web apps.

Findings

My broad finding is that DeX is not a desktop replacement for power users – but there are plenty of roles within your business who would find that DeX is a capable environment that will allow them to get their job done.

I was planning to discuss the positive features of DeX, but the reality is that it is simpler to understand its limitations. And, most limitations are related to the Android applications or network lag introduced in virtual desktop environments using 4G.

  • The Microsoft productivity applications in Android are all scaled back versions of the desktop applications. They do not contain many of the features and functions that the desktop versions have. For example, when I needed to format headings in a report, the fast format options (e.g. to make text a “heading 2”) don’t exist in the Android version of Microsoft Word. Power users will find these applications don’t deliver all of the functions they need to get their job done.
  • Those who need broader functionality beyond the Android applications will benefit from a virtual desktop environment. Both Citrix Workspace and Amazon Workspaces delivered a very usable Windows 10 experience (although I found the base configuration to be a little slow). For existing users of virtual desktops, it is a no-brainer to roll them out to mobile devices if required. But would you add a virtual desktop environment to your existing desktop fleet just to enable DeX? I can’t answer that – as it is another environment to manage and support for your end-user computing and IT support teams. But again, for power users, this is not an ideal environment. It does EVERYTHING you want it to do – but it might not do it fast enough to satisfy all users.
  • It’s not a mobile environment. This isn’t something you use on your phone (although I believe you can use it on some Samsung tablets). You need a monitor, keyboard, and ideally a separate mouse for DeX to work. It doesn’t replace a laptop for a mobile worker.
  • DeX does not natively support dual screens or monitors. I found that I would switch back to my PC when I needed the productivity of two screens, as I personally find application switching on a single screen to be a productivity killer. BUT – this is changing – VoIP has developed a capability to run DeX across dual monitors (I will be testing this shortly and will post the results).
  • When using DeX natively and not using a virtual desktop, the screen sharing features of collaboration apps don’t work in the way you expect. The screen that is shared is NOT the DeX desktop screen but the horizontal mobile phone screen. This is a significant issue if you want to share a Word, PowerPoint, or Excel file or another “full desktop screen” application. DeX users can view other people’s shared screens, but not share the screen effectively themselves.
  • DeX introduces a new environment for your helpdesk to support. DeX isn’t Windows, it isn’t cloud, and it isn’t exactly native Android. Your tech support team will need to be trained on DeX and be required to learn a new user environment. It introduces an additional OS into the mix. That means at least some service desk technicians will need to be trained on the environment. As it is still running in Android, it doesn’t particularly require specific QA or testing for your business mobile applications. But to take full advantage of the larger screen real estate that DeX facilitates, you may need to make some changes to how applications perform in DeX.

Despite these challenges, DeX is a very capable environment. Running a virtual desktop was a breeze and performed far better than I would have imagined. I was worried about lag and had introduced many opportunities for it to run slowly – a wireless mouse and keyboard, wireless display adapter, running over wi-fi, and 4G using a virtual desktop in the cloud – and the lag was barely noticeable. I was impressed with this and understand how DeX could even be used to support legacy applications and environments too.

The convenience of having your phone at your fingertips – being able to respond to text messages on the large screen, taking calls using the same Bluetooth headphones that you use to watch video content on the larger screen, not to mention the security of taking your “PC” with you in your pocket when you head out to lunch or home for the day – adds to the value of DeX. The concept of a “PC in your pocket” has been around for a while – however most Samsung mobile users don’t realise that they have one there already!

Target Roles

Who are the business roles or personas who could benefit from it? The simple answer is that anyone who uses a desktop part-time would benefit from DeX. Many businesses have shared PCs for multiple users or dedicated PCs for users who don’t use a PC full-time. These might be site managers in constriction, store managers in retail, nurses, security staff, librarians, government or council workers. The significant factors that define potential DeX users are:

  • They spend a fair amount of time away from a PC
  • They still need a PC for reporting, document sharing, content creation etc
  • They return to a fixed site regularly (like a store, office, site office etc)

Again, it is worth noting that DeX doesn’t replace a laptop or tablet. It is not for mobile computing – it replicates fixed computing environments in a more mobile and potentially cost-effective form factor. Remember that the employees need a screen, mouse, and keyboard (you can use the phone as a mouse, but it is not ideal). They also need the charging cable to connect to the computer. If they are making regular video calls then I suggest a phone holder that allows the charging cable to stay connected and the phone to be angled so as others can see their face (wireless chargers tend to sit too far back).

And while DeX is a secure solution, and can benefit from Samsung’s Knox security platform and capabilities, pairing DeX with a secure branch of one style solution – such as that offered by Asavie, now a part of Akamai – has the ability to add end-to-end security and secure application/data access that your employees desire and your business needs.

The opportunities for DeX outweigh the challenges. I am certain that most businesses have potential DeX users – employees who reluctantly carry around a laptop, or who have to come back to a location for their computing. They might be employees who use their phones for image capture and spend much of their time transferring photos to a PC to store them into a corporate system (such as an OH&S team member, or a repair and maintenance provider for a company). It could be a brand salesperson who spends time in various retailers or on the road but still need computing for product training, entering sales figures, and other administrative tasks.

If your business already offers Samsung devices to your employees, switching on DeX is a no-brainer. Start with a trial in a limited employee pool to determine the specific challenges and opportunities within your business. If you are already using virtual desktops, then this is the easiest way to start – roll out the app to your Samsung mobile devices and you have a ready-made portable computer in your employees’ pockets.

2
Salesforce Backs BetterUp

5/5 (2)

5/5 (2)

BetterUp, a mobile-based professional learning and wellness platform that connects employees with career experts recently raised USD 125 million Series D funding backed by Salesforce Ventures, in partnership with ICONIQ Capital, Lightspeed Venture Partners, Threshold Ventures, and Sapphire Ventures among others, bringing the company’s valuation to USD 1.73 billion. Previously in 2012, the company had raised USD 43 million in venture capital funding with an additional Series B funding of USD 30 million in March 2018. The BetterUp platform combines behavioural science, AI, and human interaction to enhance employees’ personal and professional well-being. Recently, the company also revealed two new products – Identify AI, to help organisations determine the right people to invest in and the appropriate coaching needed through the use of AI; and Coaching Cloud for customised training for frontline, professional, and executive employees.

This announcement comes on the back of several wins for BetterUp. To boost employee performance and organisational growth NASA and the Federal Aviation Administration (FAA) partnered with BetterUp to support new ways of coaching and preparing a workforce for change. The world’s largest brewer, AB InBev has partnered with BetterUp to strengthen diversity and inclusion through BetterUp’s coaching platform.

The Need to Improve Employee Experience

The pandemic changed the working arrangement of millions of employees and industries across the globe who are now working remotely or in a hybrid environment.

Ecosystm Principal Advisor, Audrey William says, “Driving better employee experience (EX) should take centre stage this year with enterprises putting employees at the centre of all initiatives. We will see EX platforms get integrated further and deeper into workplace collaboration and HR applications. In the last 12 months, we have seen apps monitoring wellness and sleep, training and coaching, meditation, employee motivation, and so on sit within larger collaboration platforms such as Slack, Zoom, Microsoft, Cisco and others.”

While the primary focus has been on optimising the work environment, it is time for organisations to start focusing on employee well-being. Ecosystm research shows that organisations implemented several measures to empower a remote workforce last year when the pandemic hit. But there was not enough focus on employee well-being (Figure 1).

Organisational measures to enable remote working

William says, “A hybrid work environment may have negative impact on your employees. You may face issues such as longer working hours, employee burnout, lesser social engagements and connection, loneliness – and mental and emotional issues and depression”.

“Organisations that place an emphasis on the employees will see their revenues grow and also see less attrition. The more you invest in your people, the more you will get back in return. It is as simple as that! You can see that now in some organisations where employees are being given more flexibility, employers are not dictating how they should work, diversity and inclusion efforts have become mainstream, and efforts are being made to make employees feel like they belong.”

William adds, “However, Ecosystm research finds that organisations have gone back to putting customers and business growth first – losing focus on their employees. Only 27% of organisations globally say that they have improving employee experience as a key business priority in 2021. It is time for this culture and mindset to change. And solutions such as BetterUp can make a difference.”


Transform and be better prepared for future disruption, and the ever-changing competitive environment and customer, employee or partner demands in 2021. Download Ecosystm Predicts: The top 5 Future of Work Trends For 2021.

Ecosystm Predicts: The Top 5 FUTURE OF WORK Trends for 2021
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Google Workspace Evolves to Empower Hybrid Working

5/5 (4)

5/5 (4)

The ways we connect, create, collaborate in our workplaces has seen major shifts in the last year. And the tech industry has continually supported that shift as they create new capabilities and upgrade existing ones. Technology providers will continue to revamp their product offerings to support the increase in adoption of the hybrid work model work – a fusion of remote and in-office. In the Top 5 Future of Work Trends for 2021, Ecosystm had predicted, “Every major digital workspace provider (such as Microsoft, Google, Zoom, Cisco, AWS and so on) will broaden their digital workplace capabilities and integrate them more effectively, making them easier to procure and use. Instead of a “tool-centric” approach to getting work done (chat vs video vs document sharing vs online meetings vs whiteboards and so on), it will become a platform play.”  

Ecosystm Principal Advisor, Ravi Bhogaraju says, “It is becoming clear that companies and individuals are grappling with three issues – the changing size and composition of the workforce; the productivity of those who are driving the businesses; and attracting, reskilling and engaging the broader workforce.” These are the challenges that tech providers will have to help organisations with.  

Google Upgrades its Collaboration Platform

The Google Workspace was launched in October last year, and last week saw the tech giant announce a series of upgrades and innovations to better support the flexibility needs of frontline and remote workers.

Workspace is Google’s office productivity suite comprising video conferencing, cloud storage, collaboration tools, security and management controls built into a cohesive environment. The new features announced by Google Workspaces include Focus Time to avoid distractions by limiting notifications, recurring out-of-office and location indicators to make colleagues aware if the person is working from home or office, support for Google voice assistant in workplaces, second-screen experiences to support multiple devices, and features for frontline workers designed to help mobile employees collaborate and communicate better with the rest of the organisation. Google is also working on a trimmed down version of Google Workspace – Google Workspace Essentials – which will provide support for Chat, Jamboard, and Calendar. Workspace is estimated to have 2.6 billion monthly active users.

Bhogaraju says, “One of the issues that is fast emerging as significant is not just the employee experience or customer experience but the complexity of the digital workplace as platforms introduce newer and advanced features. In the end, there has to be simplicity, clarity, and a clear focus on the goals – not just an overload of features that makes life more complex for the employee. It would be critical to enable these features thoughtfully and reskill staff adequately so that the adoption and impact to business process is felt in their day-to-day activities.”

Workspace Transformation across Industries

With many of Google’s employees and developers working remotely, the company has first-hand experience of the challenges of remote working and is leveraging the experience. Google Workspace is also working on custom solutions for various industries. In Retail for example,  Woolworths, rolled out Google Workspace and Chrome for geographically dispersed teams to collaborate in real-time and adopt custom-made applications linked to global servers to allow managers to log and address tickets from the shop floor itself. Similarly in Aviation, All Nippon Airways uses Google Workspace to allow pilots, cabin attendants, HR and finance staff to communicate and collaborate in real-time across the globe, using Google Meet, Google Docs, Google Sheets and Google Slides from their PCs, smartphones or tablets. Google retains its focus on the Education industry – Google Workspace Education Fundamentals is free for all qualifying institutions. Solutions such as Google’s Classroom, Teach from Anywhere hub, roster sync, mobile grading and EdTech tools aim to enable better learning and teaching experience for students and educators.

Tech Companies Revamping their Collaboration Offerings

With more companies rethinking their work policies, leaders in the collaboration space are also stepping up their game to evolve their offerings for the hybrid norm. Microsoft’s Viva  unifies the experience across Teams and Microsoft 365 for employee communications, wellbeing, learning and knowledge discovery. Similarly, Zoom too has upgraded and integrated various utility, sharing, and management features to support a hybrid workforce. Tech companies are being forced to invest in creating next-generation tools to stay relevant, as Future of Work models continue to shift and evolve.  

As tech companies evolve their capabilities, Bhogaraju warns organisations on how they should leverage them. “While technology companies continue to deliver feature rich suites – in reality the uptake and embedding of these programs into the day-to-day business processes is still in its early stages. Business, HR and IT teams continue to struggle. They tend to operate within independent thought silos and there is limited consensus on which feature is really needed and how it can add to the productivity and efficiency. Without this crucial context and an effective change management program – they remain rich features and not impactful ones.”


The hybrid workplace model is gaining popularity in 2021. Check out Ecosytsm’s top 5 Future of Work Trends For 2021. Signup for Free to download the report.

Ecosystm Predicts: The Top 5 FUTURE OF WORK Trends for 2021
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Microsoft Launches Viva to Improve Remote Employee Experience

5/5 (4)

5/5 (4)

Much has been written (and discussed on webinars) about the demands of managing the work-from-anywhere experience. We were all thrown into this last year, and are still working our way through the challenges. For most employees it has been a positive experience – but there is still a lot more we can and should do to improve experiences for employees and their managers.

Workplace Analytics Gains Significance

At the start of 2020, my colleague Audrey William and I discussed the need for workplace analytics when predicting workplace trends for the year, but the pandemic delayed many of these investments. As working from home (or from anywhere) becomes a long-term trend, we are learning that managers need tools to better empower their employees to deliver what the business needs. There are many reports of employees working overtime; working longer days; not taking breaks; being in back-to-back meetings for days on end; skipping meals; and wearing themselves out.

There are many benefits of remote work – employees have the freedom to manage the day as they choose, they have no commute and (conceptually) more harmony between work and home duties. But there are also many processes that are harder. It is not as easy to find the right person to connect to or learn from, get the best information or answer to a question, and get coaching and new skills. Managers need to understand their employee work experience because they don’t sit with or supervise them all day. Self-service for employees used to mean walking around the office and having a conversation or meeting. Today, we need to make these outcomes easier for every worker regardless of location.

Microsoft Lauches Viva

Microsoft has announced the release of Viva – a new product suite to help businesses overcome these challenges. They have published a “Future of Employee Experience” video here as part of the launch – but don’t watch it – or if you do, be prepared to be disappointed when you see the actual products… The good news is that we have moved from oval-shaped phones in Future of Work videos in 2000 (because all web content is designed for round screens right?) to transparent phones in 2010 (who needs to be able to see what’s on the screen?) to virtual screens in Future of Work videos in 2021… Guess they’ll never become a reality either!

Based off the early reviews and commentary about Viva, I believe Microsoft is really onto a winner here:

  • Managers need better analytics about how their team spends their days and employees need insights as to how to increase their productivity or find a better balance in their life.
  • Employees need to find the people and information in their business to connect with and learn from – how often do employees reach out to others to ask for help or information when the answers they were looking for weren’t too far away. This information needs to be easier to find – even surfaced to employees before they go looking for it.  
  • Everyone in your business needs to keep learning within their flow of work – the formal training programs offered by most businesses today are useless if employees are too busy to take the course.
  • Business leaders need to drive cultural change more effectively or support their broader business initiatives by linking employees with the information and insights that can help reinforce or change organisational culture.

Viva should support these outcomes. Microsoft is partnering with many other businesses to make this work (systems integrators, training providers, workplace and HR platforms etc). If the products deliver as promised, they might provide the missing link that many businesses need today to keep their employees safe, productive, happy and connected.


Learn about the factors that have been accelerating the shift towards the new ways of working. The top 5 Future of Work Trends For 2021 are available for download from the Ecosystm platform. Signup for Free to download the report.

Ecosystm Predicts: The Top 5 FUTURE OF WORK Trends for 2021
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8×8 and Verint Partner for an integrated Solution

5/5 (1)

5/5 (1)

Last week saw 8×8 and Verint announce a partnership that aims to deliver integrated cloud-based contact centre services and workforce management applications to medium and large enterprises worldwide. The integrated solution will leverage 8×8’s expertise in unified communications as a service (UCaaS) and contact centre as a service (CCaaS) with Verint’s workforce management solutions.

The Need for Better Workforce Optimisation Solutions

Talking about the need for integrated solutions such as this in the Contact Centre space, Ecosystm Principal Advisor for Enterprise Communications and Contact Centres, Audrey William, says, “With agents working from both their homes and the office, contact centres will be challenged with managing staffing requirements and scheduling. The key to delivering exceptional customer experience will be to have the right agent working on the right assignments, across the right channels. On top of that, contact centres have to manage shifts, flexible work hours and part-time agents working across multiple locations. This does not make workforce optmisation an easy task!”

“Driving better employee experience is a top priority for contact centres – and this will include investments in solutions that can alleviate stress for the agent. The industry continues to be challenged by agent attrition – the most common causes being work overload and stress. To provide a consistently good customer experience, contact centres have to listen better to their agents, understand their workloads better, show empathy, and monitor their emotional well-being A workforce optimisation solution will ensure that inbound enquiries are not impacted, and agents’ times are better utilised, through forecasting and better scheduling.”

Synergy between 8×8 and Verint

The single-vendor integrated communications and contact centre solution is anticipated to create better customer engagement and smoother remote operations by empowering employees and agents to plan, forecast and schedule contact centre activities and manage workloads through omnichannel routing.

William says, “8×8 has been establishing its presence in the unified communications and contact centre solutions space in Asia Pacific, particularly in small and medium enterprises (SMEs). Partnering with a market leader in workforce management such as Verint is a positive step. Verint’s strengths in gap analysis from historical data patterns and predicting will help 8×8’s customers to drive optimisation and accuracy in planning in the contact centre. This will have an impact on reducing overstaffing and overtime. Additionally, it will give agents greater control over their schedules and the flexibility to plan their shifts around their desired hours of work.”

“While 8×8 has its own workforce engagement solution, this partnership demonstrates how 8×8 is elevating its game and wants to offer its customers a more robust workforce management solution through Verint Monet and Verint Enterprise. This solution is also out of the box for 8×8’s customers without the need for professional services. That is a plus!”, says William.


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Why “Convenience” is a Security Feature

5/5 (2)

5/5 (2)

Ecosystm recently partnered with Asavie to conduct a study on the opportunity and outlook for the “Branch of One“. The results of the study make us question whether organisations’ mobile security strategies are appropriate for the evolving business priorities, the ever-changing threat landscape, and a seamless employee experience.

To answer this question, organisations will need to examine their security frameworks.

COVID-19 has forced organisations to realise that cybersecurity is not only a business enabler – it is a business prerequisite. Our research shows that businesses world-wide no longer see the pandemic as something that we need to get through to get back to “business as usual”. Most acknowledge that remote working and access from anywhere will be the new normal for many employees and that means they need to revisit and reprioritise their spending and their focus.

In many cases, existing procedures and policies are not sufficient to cover this new working environment – and often the policies have not been clearly communicated to all employees. Moreover, many organisations still rely on legacy WAN technologies that make secure and flexible access difficult – something that my colleague, Tim Sheedy touched upon in his recent blog post.

The choice of WAN technology is an important part of any mobile security strategy, but so is the approach to securing endpoints on the WAN and – what is perhaps the weakest link – the behaviour of employees.

The Global CxO Study 2020: The Future of Secure Office Anywhere showed us that when it came to mobile security, organisations were mostly worried about phishing and malware – but 4 out of the top 5 mobile security concerns involved human error and failure to follow corporate IT security policies and guidelines (Figure 1).

There is a need to focus on mitigation strategies

Time to Evaluate New Mobile Security Features

This highlights the importance of a couple of “security features” that many IT organisations still tend to overlook – convenience and ease-of-use. When employees ignore IT policies, bypass security steps, use unsanctioned personal devices to process work data etc., they tend to do so for mainly one reason: because it is convenient for them. Employees just want to get the work done and following security protocols, making sure that devices have the right security software installed etc. is simply seen as too cumbersome or as slowing down the work process.

To counter this, ease-of-use and convenience need to an integral part of any security framework – especially when employees are no longer working in the office. IT managers tend to be a bit ego-centric when they think of these terms, i.e. for them ease-of-use relates to their experience in implementing and running the systems, but they really need to be extending the ease to their users – the employees – as well.

This is where Branch of One comes to the fore. It offers the convenience of employees not having to install or connect software or hardware on the mobile device and it allows administrators to easily scale and manage their mobile security framework. Security frameworks do not have to be in the way of getting the work done. Branch of One shows us that comprehensive mobile security can be nearly seamless.


Download the report based on ‘The Global CxO Study 2020: The Future of the Secure Office Anywhere’, conducted by Ecosystm on behalf of Asavie. The report presents the key findings of the study and analyses the market perceptions of Office Anywhere and the need for a ‘Branch of One’, which will be the foundation of enterprise mobile security in the future.

Download Report

 

3
Future of Talent – Key Dimensions

5/5 (2)

5/5 (2)

Organisations are finding that the ways to do work and conduct business are evolving rapidly. It is evident that we cannot use the perspectives from the past as a guide to the future. As a consequence both leaders and employees are discovering and adapting both their work and their expectations from it. In general, while job security concerns still command a big mindshare, the simpler productivity measures are evolving to more nuanced wellness measures. This puts demands on the CHRO and the leadership team to think about company, customer and people strategy as one holistic way of working and doing business.

Organisations will have to re-think their people and technology to evolve their Future of Work policies and strategise their Future of Talent. There are multiple dimensions that will require attention.

Hybrid is Becoming Mainstream  

It is clear that hybrid workplaces are here to stay. Ecosystm research finds that in 2021 BFSI organisations will use more collaboration tools and platforms, and virtual meetings (Figure 1). Nearly 40% expect more employees to work from home, but only about a quarter of organisations are looking to reduce their physical workspaces. Organisations will give more choice to employees in the location of their work – and employees will choose to work from where they are more productive. The Hybrid model will be more mainstream than it has been in the last few months.

Companies are coming to terms with the fact that there is no single answer to operating in the new world. Experimentation and learnings are continuously captured to create the right workforce and workplace model that works best. Agility both in terms of being able to undersand the market as well as quickly adapt is becoming quite important. Thus being able to use different models and ways of working at the same time is the new norm.

Technology and Talent are Core

Talent and tech are the two core pillars that companies need to look at to be successful against their competition. It is becoming imperative to create synergy between the two to deliver a superior value proposition to customers. Companies that are able to bring the customer and employee experience journeys together will be able to create better value. HR tech stacks need to evolve to be more deliberate in the way they link the employee experience, customer experience, and the culture of the organisation. That’s how the Employee Value Proposition (EVP) comes to life on a day-to-day basis to the employers. With evolving work models, the tech stack is a key EVP pillar.

Governments will also need to partner with industry to make such talent available. Singapore is rolling out a new “Tech.Pass” to support the entry of up to 500 proven founders, leaders and experts from top tech companies into Singapore. Its an extension of the Tech@SG program launched in 2019, to provide fast-growing companies greater assurance and access to the talent they need. The EDB will administer the pass, supported by the Ministry of Manpower.

Attracting the Right Talent

Talent has always been difficult to find. Even with globalisation, significant investment of time and resources is needed to find and relocate talent to the right geography. In many instances this was not possible given the preferences of the candidates and/or the hiring managers. COVID-19 has changed this drastically. Remote working and distributed teams have become acceptable. With limitations on immigration and travel for work, there is a lot more openness to finding and hiring talent from outside the traditional talent pool.

However it is not as simple as it seems. The cost per applicant (CPA) – the cost to convert a job seeker to a job applicant – had been averaging US$11-12 throughout 2019 according to recruiting benchmark data from programmatic recruitment advertising provider, Appcast. But, the impact of COVID-19 saw the CPA reach US$19 in June – a 60% increase. I expect that finding right talent is going to be a “needle in a haystack” issue. But this is only one side of the coin – the other aspect is that the talent profile needed to be successful in roles that are all remote or hybrid is also significantly different from what it was before. Companies need to pay special attention to what kind of people they would like to hire in these new roles. Without this due consideration it is very likely that there would be difficulty in on-boarding and making these new hires successful within the organisation.

Automation Augmentation and Skills

The pace at which companies are choosing to automate or apply AI is increasing. This is changing the work patterns and job requirements for many roles within the industry. According to the BCG China AI study on the financial sector 23% of the roles will be replaced by AI by 2027. The roles that will not be replaced will need a higher degree of soft skills, critical thinking and creativity. However, automation is not the endgame. Firms that go ahead with automation without considering the implications on the business process, and the skills and roles it impacts will end up disrupting the business and customer experience. Firms will have to really design their customer journeys, their business processes along with roles and capabilities needed. Job redesign and reskilling will be key to ensuring a great customer experience

Analytics is Inadequate Without the Right Culture

Data-driven decision-making as well as modelling is known to add value to business. We have great examples of analytics and data modelling being used successfully in Attrition, Recruitment, Talent Analytics, Engagement and Employee Experience. The next evolution is already underway with advanced analytics, sentiment analysis, organisation network analysis and natural language processing (NLP) being used to draw better insights and make people strategies predictive. Being able to use effective data models to predict and and draw insights will be a key success factor for leadership teams. Data and bots do not drive engagement and alignment to purpose – leaders do. Working to promote transparency of data insights and decisions, for faster response, to champion diversity, and give everyone a voice through inclusion will lead to better co-creation, faster innovation and an overall market agility.  

Creating a Synergy

We are seeing a number of resets to what we used to know, believe and think about the ways of working. It is a good time to rethink what we believe about the customer, business talent and tech. Just like customer experience is not just about good sales skills or customer service – the employee experience and role of Talent is also evolving rapidly. As companies experiment with work models, technology and work environment, there will a need to constantly recalibrate business models, job roles, job technology and skills. With this will come the challenge of melding the pieces together within the context of the entire business without falling into the trap of siloed thinking. Only by bringing together businesses processes, talent, capability evolution, culture and digital platforms together as one coherent ecosystem can firms create a winning formula to create a competitive edge.


Singapore FinTech Festival 2020: Talent Summit

For more insights, attend the Singapore FinTech Festival 2020: Infrastructure Summit which will cover topics on Founders success and failure stories, pandemic impact on founders and talent development, upskilling and reskilling for the future of work.

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Ecosystm Predicts: The Top 5 Contact Centre Trends for 2021

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Running a contact centre has been extremely challenging in 2020. Contact centres have had to ensure business continuity, keep the focus on customer experience, and manage and motivate a largely remote workforce. Since the outbreak of COVID-19, not only have contact centres seen high inbound activity, but they have also had to manage agents who are dispersed and working remotely. 2020 has seen many contact centres starting, accelerating or re-focusing their digital transformation initiatives (Figure 1).

COVID Impact on Contact Centres

2021 will see contact centres focusing on transformation, not only to survive but also because their organisations and clients will expect more process efficiency and better customer experience. Ecosystm Advisors Audrey William and Ravi Bhogaraju present the top 5 Ecosystm predictions for Contact Centres Trends in 2021.

This is a summary of our predictions on the top 5 Contact Centre Trends for 2021 – the full report (including the implications) is available to download for free on the Ecosystm platform here.

The Top 5 Contact Centre Trends for 2021

  1. Remote Working Will Force Contact Centres to Re-evaluate Security Measures

Security has always been a concern for contact centre leaders. Improper data use by agents and agents breaching confidentiality are the biggest security challenges for contact centres. This has been further heightened, especially the fear of agents purposely breaching confidentiality while working from home.

Contact centres are still trying to figure out the best security measures when managing customer data, especially in the work-from-home environment. There is greater scrutiny over security and compliance measures – what agents view, how agents access the data, when agents log in and out of the system. Outsourcing providers will also have to guarantee high levels of security – a trusted relationship and defining the best practices on working from home will not be sufficient.

Many contact centres will trial different methods – from installing video surveillance cameras, desktop monitoring tools and access controls. Others will test technologies that can mask the information captured through mobile devices. This presents immense opportunities for vendors, as contact centres will rely heavily on technology to re-invent their security practices.

  1. Contact Centres will Invest in Conversational AI – Chatbots will No Longer be Enough

Many enterprises have rushed into deploying chatbots with expectations that these engines can solve the problem of high call volumes. The outcomes have often been poor, leaving customers frustrated and opting to interact with a live agent instead. Implementing a basic chatbot does not fully solve the problem and will force companies back to the drawing board.

Conversational AI offers a different experience by designing multiple forms of dialogues and conversations. It requires conversational design and the algorithms go through rigour from the start. The aim should be to make the channel irresistible – one that customers have confidence in, and that can reduce the need to email or call an agent. Successful uses cases have shown that conversational AI can reduce calls and repetitive queries by 70-90%.  Ecosystm research finds that contact centres are ramping up their self-service capabilities and their adoption of AI and machine learning.

  1. Offshore Centres will Re-invent Themselves and Make a Comeback

2020 has seen contact centres in offshore locations struggle to offer services to global clients. Many of these operators have been plagued by poor internet connectivity at agents’ homes, and unfavourable home working environments. These outsourcing locations remain vital however, for multiple reasons – for example the range of services offered, agent specialisation, costs or diversity in agent profile.

Contact centre outsourcing providers will make a comeback in 2021 and we can expect new models to appear. Many providers across the globe have been running successful work-from-home only operations for years – other outsourcing providers will learn from these best practices. Organisations will find that bringing jobs back to high-cost locations will incur more costs. A full onshore model may not be the right model for business continuity, and organisations will prefer to have back-up locations to ensure continuity of services if another pandemic or catastrophe happens. Organisations will want to see the outsourcing providers offer them a choice of location – they will prefer some services to be delivered from offshore locations and others to remain onshore.

  1. Digital and Mobile will be the Cornerstone of Deeper Customer Engagement

COVID-19 has changed how customers want to be served, and organisations have had to re-evaluate how they use their channels – e.g. email, web, chat and voice. Customer profiles and expectations have changed over the year and they are more digital savvy and are more likely to interact with brands through digital and mobile apps. They will expect a single point of interaction – for their enquiries and to complete their transactions. For instance, they will expect to chat while filling up shopping carts. Introducing chat capabilities within mobile apps is a good way to impress customers – this can be an effective way to push promotions and upsell. Capabilities such as the ability to directly place a call from a website will make the customer experience exceptional. Customers will expect to move between channels easily when interacting with a brand.

  1. Workplace Collaboration Will be Fully Integrated into Contact Centres

Contact centres will reassess their business and talent models. The focus on employees will be in two major areas:

  • Productivity. The contact centre floor dynamics have changed in how agents are spread out across outsourcing locations and in-house contact centres. Agents are no longer located in the same room or floor and do not have access to their usual way of work – continual training, digital signage that provides guidance and demonstrates KPIs, conversations with supervisors, managers, and team members for guidance or assistance, easy access to back-office functions and so on. This can impact their productivity.  
  • Engagement. Contact centre staff often work in high-stress environments -chasing sales targets and deadlines, handling complaints – and it is important for managers and supervisors to be able to engage and motivate them constantly. Remote working has further exacerbated the stress for those agents who do not have a conducive working environment at home.

Contact centres will increasingly look to workplace collaboration platforms and  tools to improve employee productivity and experience.


Ecosystm Predicts: The Top 5 Contact Centre Trends for 2021

The full findings and implications of The Top 5 Contact Centre Trends for 2021 are available for download from the Ecosystm platform. Create your free account to access more from the Ecosystm Predicts Series, and many other reports, on the Ecosystm platform

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