Tech stacks, hybrid CEOs, inclusive training
Here are 5 things to know about work this week.
Hello, and welcome to WorkLife’s 5 things newsletter. In this weekly newsletter, we will spotlight five things to know about the latest issues affecting modern workplaces.?
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1. This is how a tech stack makes or breaks workplace productivity
How technology is used to improve collaboration and work productivity matters more than ever, with hybrid models embedded for the foreseeable future.
Forty percent of companies in the U.S. have implemented digital collaboration tools as a step to enabling hybrid work, according to data from Lucid Software, which provides visual collaboration tools for businesses. And yet, 57% of workers said that collaboration tools work better when they’re in the office.
That’s why a company’s workplace tech stack matters. However, it can be hard to figure out exactly what a company’s employee and workflow tech stack should look like. Jessica “JJ” Reeder , director of remote organizational effectiveness at Upwork , advised not to waste time on a shiny new tool if it doesn’t work with your existing stack.
2. A hybrid CEO unpacks his new routine
Michael Seckler is a two-time entrepreneur and tech startup founder who led a startup through the dot com boom and bust, and now leads the charge as the CEO of HR tech company focused on uplifting small businesses, Justworks .?
Despite that experience, there is a new variable at play in the modern workplace, that remains a challenge for most leaders and requires constant iteration: the hybrid workforce.
Justworks operates on a hybrid schedule, with the busiest office days being mid-week, which means a new routine for Seckler today that balances being in-office and being on the ground with customers – CEOs of small businesses.?
He meets with at least 10 CEOs per month from Justworks’ customer base to hear directly what challenges they’re having and what tools and resources they’re looking for to enhance and personalize customer service and foster long-term customer relationships.?
3. Hey-hanging is driving workers up a wall
There’s a new term for a common and often dreaded communication style that makes some workers spiral — hey-hanging.
It’s when a boss, coworker, or client messages you something along the lines of “Hey – call me EOD” with no further details. It could even be a message that just says “hey” and nothing else. While “hey” itself is a fairly standard greeting, the added element of leaving one hanging after reaching out is putting undue stress on many workers, especially Gen Z.
Over 60% of Gen Z workers report having some kind of anxiety disorder, according to a report from OneDigital, an HR consulting firm, and “hey-hanging” can make their minds go to the worst places. It could be fake kindness, or maybe they’ll later deliver news about layoffs or performance concerns. But it could also be a simple, harmless question that needs to be talked through.
4. Internal talent marketplaces are getting smarter, thanks to generative AI
Companies like telco group Verizon and management consultancy 普华永道 are using new technologies that signpost what internal job opportunities are available and relevant to their employees, and match which workers would best suit certain roles, based on their skill sets and career paths.
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While some companies have been cultivating their internal talent marketplaces for years, others are just getting started, as businesses prioritize upskilling and retaining internal talent rather than overhiring. And the integration of generative AI into these marketplaces has meant that leaders can view which employees match the skill sets for internal job openings much faster, taking into account more information related to the specific career goals and paths of individuals.
A total 30% of large enterprises will have deployed an internal talent marketplace by 2025, according to Gartner. “This is one of the best use cases for AI and talent management right now,” said Colleen Malley , senior principal analyst in the Gartner HR function who focuses on talent management. However, only 15% of these will fully roll it out to all employees and use cases.
5. Are over-55s being left behind in workplace training?
Like most things in life, whatever is new and shiny usually gets the most attention.?
There is some truth to that in the workplace too, where there are even specific jobs that focus on the newest generation of workers. Think about campus recruiters, early-career developers, and early-talent development consultants. Those titles are all the norm. But what about the flip side? Training and development dedicated to those over 55 years old are few and far between.
And the stats back it up.
According to Corndel ’s Workplace Training Report 2024, one in three U.K. employees are over the age of 50, but a large proportion of this generation is being overlooked for workplace skills training opportunities and are being locked out of opportunities to upskill and re-skill in today’s rapidly evolving workplaces. More specifically, over half of those over 55 years old haven’t received any management or leadership training in their current role. That’s compared to employees in the 23 to 38-year-old age bracket where two-thirds received training.
Color by numbers
WorkLife is asking our readers how they’re approaching modern work. This past week, we asked them three questions related to our recent coverage. Here’s what we found.
94% of 40 respondents said no.?
68% of 35 respondents said yes.
90% of 40 respondents said yes.
Elsewhere in Digiday Media
Check out some of Digiday Media’s other stories on the future of work over the past week:
This is a weekly compilation of highlights from WorkLife’s daily newsletter. Sign up here to get WorkLife’s comprehensive work coverage in your inbox each morning.
This newsletter was curated by Cloey Callahan , senior reporter at WorkLife. Let us know what you think, or what you hope to see more of, by dropping us a note at [email protected] .