4 reasons employees love working at LIKE.TG in Japan
LIKE.TG employees around the world enjoy the inclusive, collaborative culture we’ve developed as a global company. From our U.S. headquarters in Santa Clara, California, to our offices in Tokyo and Osaka, Japan, that sentiment remains consistent.In fact, LIKE.TG has been named one of the 2024 100 Best Companies to Work For in Japan by Great Place To Work. The award is due in part to anonymous employee feedback via a survey and an employer evaluation by Great Place To Work.On a recent visit to our Tokyo office, we found the place abuzz with activity and camaraderie. Whether brainstorming around a whiteboard or eating over bento boxes in the cafe, employees mingled across departments in a vibrant community atmosphere.The excitement in the air was palpable as we asked employees what they like about working at ServiceNow. Here are their top answers:
4 reasons to say yes to LIKE.TG Knowledge 2023
We’re excited to announce that LIKE.TG Knowledge 2023 registration is open. This year, we’re thrilled to be able to convene at one global event May 14-18, 2023, at the Venetian Convention and Expo Center in Las Vegas.Our flagship user conference is an opportunity to gather with like-minded people who are passionate about creating great experiences for employees, customers, and partners.When the world changes, as it has in the last few years, you need to be ready to automate, drive productivity, and address today's needs while building a promising future. You can say yes to all of these. How? Join us at Knowledge to find out how to create endless possibilities that spark transformation. Here are four additional reasons to attend:1. Amazing contentWork is underway to produce and polish hundreds of engaging, content-packed sessions, including: Inspirational keynote presentations by LIKE.TG leaders Breakout sessions led by LIKE.TG customers, experts, and partners A robust catalog of Now Learning on-site training courses Now Platform Utah release content Compelling thought leadership 2. Immersive experiencesGet hands-on with the Now Platform. Together, we can help you make your organization run smarter, faster, and better. It all comes to life at Knowledge.CreatorCon offers opportunities for coders and noncoders alike to build custom applications, get inspired, and let loose. Gain insights into what the Now Platform can do through demos at the Knowledge Expo. You can even schedule meetings with LIKE.TG experts ready to help solve your most pressing business challenges.3. Networking opportunitiesOutside the main Knowledge keynotes and breakout sessions, you’ll have myriad chances to connect with others. Attend evening events, the Women in Tech luncheon, community gatherings, and the closing celebration. Exchange ideas and meet new friends. Then dive in to make those ideas reality.4. Fun activitiesSometimes you need to take a break and give your brain a rest. You’ll have plenty of opportunities to do that as well. This year’s exciting lineup is still in development. Past Knowledge events have included such things as a building block wall, karaoke, virtual reality demos, happy hours, and more.At LIKE.TG, we’re driven to make the world work better and share what we know. Bringing passionate innovators together in one room allows us to put our collective knowledge into practice to change teams, companies, and the world. When LIKE.TG works, the world works. Come see how the world works at Knowledge.Register for Knowledge.
4 steps to an engaging employee experience
Businesses face tough competition for employees in today’s job market. According to McKinsey research, 89% of employees want to feel they’re living their purpose. For 70% of survey respondents, that sense of purpose is largely tied to their work. If an employer doesn’t meet that need, many workers will flee to a company that does.Cultivating a climate that helps workers fulfill their purpose is vital—and can lead to increased employee satisfaction and decreased turnover. Here are four steps to help you create an attractive, engaging employee experience.1. Know what doesn’t workPromoting an inviting atmosphere is as much about knowing what doesn’t work as it is about knowing what does. Research firm UNLEASH surveyed 1,000 organizations to glean insights about unsuccessful human resources (HR) projects.Discover the findings in our Why HR projects succeed webinar. You’ll also learn the steps NASA, DHL, and Amazon took to elevate their employee experiences.2. Meet employees where they areIn today’s hybrid world of work, some employees work in the office, while others work remotely. Managing both personas can be challenging. How do you meet the needs of one group without isolating the other?Gain insights in Managing a dual workforce. The panel discussion of HR experts includes global HR analyst Josh Bersin, as well as HR leaders from McDonald’s, food company Mondelez, and transportation company Ryder System. Get up to speed on the latest trends and discover the benefits of an omnichannel employee experience.3. Create connected experiencesSixty percent of remote workers feel disconnected from their co-workers, according to Pew Research Center. Less connection can lead to less engagement and commitment and, ultimately, employee departures. Your workers depend on you to create experiences that help them feel connected to their colleagues and the company.In Redesigning work, two LIKE.TG transformation officers give pointers on how to start thinking differently about hybrid work. Learn ways to: Attract and retain talent Drive worker productivity Personalize the employee journey Support managers Find out how LIKE.TG unified the employee experience internally using our HR Service Delivery and Workplace Service Delivery solutions.4. Simplify employee exitsTurnover is inescapable, no matter how connected and engaging your employee experience might be. Help departing workers exit with grace by streamlining offboarding. Watch our Managing employee exits webinar for tips. A LIKE.TG business analyst and a people product director detail how we simplified the LIKE.TG offboarding experience through automation.
4 Steps to Creating a Collaborative Culture and Staff That Thinks Like One
Humans are made to live and work in groups. It is an undeniable fact. Humans have always strived to create strong social structures for their benefit and protection. Humanity has evolved from tribes to today’s multicultural megacities. This great change has been possible through mutual collaboration. Similarly, there have been immeasurable changes in building effective teams in the workplace. This has not happened by chance but as a result of endless efforts and teamwork. Now the definition and nature of teams are changing. New layers of complexity are being added to foster strong collaboration. In the digitalized era, teams no longer sit in the same corner of the office. The emergence of cloud technology and collaboration tools ensures that work can be done from anywhere and at any time. Work is no more limited to space and time concepts. The importance of promoting teamwork and encouraging cross-collaboration is on the rise across all industries. Recognizing individual accomplishments has always been an important part of motivating the workforce. However, bringing people together to accomplish a common goal in an environment of trust has become critical for the company’s growth. There has been a drastic change in the work collaboration platform over the years. The dramatic enhancements in technology have changed the way how people collaborate at workplaces now. Change is inevitable. The organizations that do not adapt to the fast-changing business demands are at risk of stagnation. At times, businesses feel uncomfortable to stepping out and do things differently. However, change is unfolding at a faster rate than ever before. Make collaboration a priority Collaboration is critical to a team's success. In today’s world, organizations need more than new technology for developing a collaborative business culture. In a competitive environment, only high-performing teams can thrive. By providing tools for company collaboration, it can improve communication and make companies feel more transparent. However, where the workplace culture is fundamentally broken no platform or tool can work. Before finding solutions, it’s important to consider whether company leaders prioritize teamwork. The organizations have to involve employees, communicate with them to embrace collaboration methods and techniques. Most often, poor leadership is a reason for failure to bring in new technologies and tools to implement collaborative culture. Secondly, employees are also most likely to quit because of poor leadership and weak guidance. Nothing can be simpler than just asking employees for their opinions. It could be the invitation they need to offer up their contributions. If organizations want employees to collaborate, they should start leading by example. Collaboration improves the way how a team works together and problem solves. Collaboration leads to innovation, increased success, and improved communication. The concept where a boss dictates what needs to be done has fallen aside. It has been replaced with responsible employees presenting solutions to a problem they have been assigned to solve. The organizations that manage to build collaboration into their culture will thrive. Companies need to change their training methods to ensure that employees are comfortable in a more flexible and shared environment. The organizations have to prioritize the collaboration culture to sustain growth. Creating a team culture in business Every organization has its unique culture. It is an open secret that team culture is important for success. Teamwork is an essential component of a growing enterprise. Sometimes, some challenges arise while blending different personalities and talents. Organizational teams are a combination of multiple personalities, skill sets, and micro-cultures. They all get together and operate towards common goals. This amalgamation of different backgrounds and subcultures forms a new culture. The company leaders influence the dynamics of the new culture. Leaders are responsible for giving a new direction to this established culture. Effective team collaboration at work is the result of the combined efforts of team managers. HR mistakes impact your entire organization. Learn how to avoid the 12 most common mistakes with our free ebook. Download now What is a collaborative culture? Collaboration represents how people within an organization communicate, relate, and work with one another. People with different backgrounds and talents work towards a common mission, goals, and objectives. To put it simply, collaboration is the heart of teamwork. It makes the team successful. Developing collaborative culture is essential to accomplish the company goals. It helps to fulfill the mission of the organization. Collaboration is an integral part of every organization. However, not every company has a collaborative culture. So what is the difference? In a collaborative culture, collaboration is regular and deliberate. Collaboration is embedded into processes of how people do their work every day. It is in the attitudes that an employee take to their work. Collaborative culture values and practices the idea that we are better together. It is based on the idea that collective intelligence brings in the most creative solutions. What are the benefits of a collaborative culture? In the quest for creative solutions, many organizations look for ways to become more collaborative. “Innovation” is the buzzword these days. Every organization wants to create products, processes, and tools to stay alive in the globalized economy. For them failing to innovate can mean failing to survive. The shortest and most powerful route to innovate is collaboration. The studies have found out that enterprises with collaborative cultures are five times likely to be high-performing. A collaborative culture ignites innovation. It is the magic formulae in bringing out the best in employees. Collaborative culture makes the employee feel a part of a team effort. He gets more energized, productive, and adaptable. Collaboration develops feelings of involvement making the employee happier and less stressed. Therefore collaborative employees are engaged and productive. Employees who are engaged are the ones who stick around. Collaborative culture promotes employee retention and helps in attracting and recruiting top talent. Learn few ways to engage your team. What hinders workplace collaboration? If collaboration is so effective, why aren't all companies doing more of it? Well, the reason is some people haven't developed the skills of establishing collaborative culture. They are not adequately trained and groomed to contribute to the collaborative culture. Sometimes, people with good collaboration skills hold back while at the workplace. This happens when the managers dictate and direct every move. The trust in the employee’s abilities is missing. Employees are not encouraged to collaborate. Sometimes, an employee feels that collaboration is something that is to be emphasized occasionally. They feel that collaboration is not the skill they would be rewarded for. Therefore, the managers have a great motivational role to develop and encourage collaborative culture. Some companies have an entrenched culture of silos. It promotes competition amongst employees instead of encouraging a collaborative and sharing attitude. The culture teds people to hoard information and knowledge as a source of power. Other companies fail to keep up with all the new ways. They do not recognize and accept that they can work and collaborate. They fail to enthuse the teams and build the trust that they need to collaborate effectively. Sometimes, employees lack the communication tools they need to collaborate with colleagues based at multiple locations. A positive collaboration attitude magnifies employee’s strengths and capabilities. It invariably helps in employee retention. Still more, positive collaboration brings employees together, enhances communication, and builds strong relationships at the workplace. All these factors act as catalysts that improve productivity. Here are 4 steps to creating a collaborative culture that makes the staff think like one. 1. Create an environment of trust and transparency Trust is the foundation of any relation or association. A team without trust isn't a team. When the trust factor is missing amongst the team members it becomes just a group of working individuals. These groups often make disappointing progress. In the absence of trust, people avoid sharing information and may not cooperate. The talent and capabilities take the back seat. The members would never utilize their full potential. On the other hand, when trust is there, each member becomes stronger. He becomes a part of an effective and cohesive group. Trust helps teams and organizations achieve truly meaningful goals. Trust is essential to develop an effective team. It is the essential ingredient that provides a sense of safety. The feeling of safety makes members feel comfortable to open up with one another. They take appropriate risks and expose vulnerabilities. Trust fuels innovation, collaboration, creative thinking, and productivity. Trust is also an important factor that is essential for knowledge sharing. A study has found that trust is a key element in a team's knowledge acquisition. So when team members trust one another, they will share knowledge, and communicate openly. How to build trust with employees Let us see, how a leader can create a culture of trust within a team. Lead by Example To build trust within the team, the leader should lead by example. He should show his team members that he trusts them. Team members are judging and taking cues from their leader. Therefore he should take the opportunity to show them what trust in others looks like. Making promises and keeping them is incredibly important in a team. This sets a strong foundation for building long-term trust. Positive follow-through is a step in building trust quickly. It can raise the tone and expectation of the team. Communicate Openly Open communication is another essential factor for building trust. The leader should ensure that everyone in the team communicates with one another in an honest and meaningful way. The leader should create a team charter that should define the purpose of the team. The role of each individual should be defined. Secondly, the team-building exercises should be organized more often. This helps members to understand each other well. It will provide opportunities for members to talk to each other and involve in solving each other’s problems. Know Each Other Personally Sharing personal stories is an effective way to build trust. Team members can share their interests and hobbies to get acquainted. Socializing is another effective way of developing strong bonds. Don't Place Blame Disappointments and mistakes are common phenomena in the workplace. Putting blame is an easy way out. However, mistakes should be taken constructively. It builds trust and confidence. 2. Focus on relationships The studies have found that there is a strong correlation between having a best friend at work and overall engagement and productivity. The study stated that people who have a best friend at work, 63% were more than twice more likely to be engaged than the 29% who stated otherwise. This raises a strong and valid question, “How to cultivate friendships and solidify bonds within teams?” The majority of friendships in the workplace are spontaneous. When people find common interests with their peers it develops strong bonds between them. However, HR team managers and team members can also facilitate the building of strong bonds amongst people. Team-building activities are the best way to effectively integrate and onboard employees. This will create an environment that will provide opportunities for employees to build strong bonds. Cultures of collaboration are rooted in building relationships. Technology has made it easier for people that are geographically spread to come together and form bonds. Human beings are social creatures by nature. Considering that one-third of our lives are spent at work, it makes us understand how a good relationship with colleagues will make the jobs more enjoyable. The more comfortable a worker at the workplace, the more confident he will feel voicing opinions. Teamwork is essential to embrace change, innovate, and create. The success achieved in a team in this way will help the morale and the productivity of the team soar. This brings the members closer to each other and builds a collaborative culture. Good work relationships also give freedom. In the absence of negative relationships, the energy can be spent focusing on new opportunities. The energy can be utilized in winning new business deals or in focusing on personal development. A strong professional circle also helps in advancing the career. It also opens up opportunities that otherwise might pass by. Don’t forget to include remote teammates Remote teams have evolved that have several benefits. It saves money. Members can be hired regardless of location. However, remote locations can be a hindrance to collaboration. The presence of remote employees makes the companies encourage both remote and in-office employees to connect, share ideas, and feel connected. A study conducted by the Harvard Business Review confirmed that “remote workers often experienced virtuality as ‘a a barrier’ to forming friendships with their colleagues.” The organizations should help employees overcome remote location hindrances by starting virtual meetings. These meetings should be focused on building a relationship rather than emphasizing work culture. Opportunities to meet in person should be created. If in-person meetings are not viable then video calling should be encouraged instead of emails or instant messaging. 3. Encourage and recognize collaborative actions Irrespective of the size, every win should be celebrated to promote collaborative culture at the workspace. It helps in retaining and encouraging top-performing employees. Everyone wants to be recognized. Some want to celebrate the success in public and others privately. Whatever may be the case, the performing employee should be applauded for his efforts. The reasons why celebration is important are: Shared success Celebrating wins encourages a collaborative work environment. This encourages team members to develop an interest in helping out another coworker. Motivation Every individual has a different reason for motivation. Monetary incentives motivate some whereas some others are motivated internally. However, the fact is everyone appreciates and needs recognition. It adds to the motivation to all employees Positivity & relationship building in the office Working for common goals together and sharing successes, encourages a positive atmosphere in the office. It builds relationships and collaborative culture. Happy people means happy clients Happy and satisfied will perform better. It also helps in building strong relations with clients. Recognition of employee’s value and contribution is the best bet to get them engaged. It promotes living life within the organization. Many research studies have stated a correlation between employee recognition, engagement, and performance. According to a survey by Globoforce, 90% of workers stated that they feel more satisfied through values-based, peer-to-peer recognition. The question is how to recognize collaborative actions in the workplace? The simple answer is to publicly praise teams. It is the best reward for their work. Gamification and recognition create a culture of healthy competition within the workplace. It boosts collective morale and helps motivate employees to collaborate. Collaboration in business is one topic that did, still, and will always grab the attention of both businesses and individuals. 4. Leverage Social Collaboration Tools As a team leader or a time manager, you can notify your team about the company's ultimate goals and strategies. This will strengthen communication, and it is an excellent way to keep everyone on the same page. Your choice can make your productive employees feel appreciated, and it will direct them to work with more devotion for the company's growth and attainment of collective goals. Technology is helping high-performing employees to enjoy a collaborative company culture. Social applications allow people to work faster and cheaper. Heidi Gardner, author of Smart Collaboration praises technology’s ability to promote collaboration across organizations. According to him digital tools like messaging apps, employee experience hubs, survey platform can boost productivity, streamline processes, and open up lines of communication Leaders in every industry can leverage digital communication tools to facilitate a culture of collaboration at the workplace. The digital communication tools facilitate instant connections between teams and team members. It gives employees access to a searchable archive of information. In the digital era, social networks and cloud-based tools are instrumental in helping employees collaborate. Collaboration is no longer limited to space or location. A survey of business professionals found that 83 percent depend on technology to collaborate. Whereas 82 percent confirmed that the loss of collaboration technology would negatively impact them. Collaboration tools also help the teams to come together that are working in different geographies and time zones. It has broken the barrier that was earlier limiting individuals from communicating frequently. Utilizing collaborative tools is very important in creating a collaborative culture for the Companies that have teams spread across different locations. Communication is crucial; it helps members to remain on one page. It helps in sharing information and files, tracking projects, and brainstorming. Organizations sometimes struggle to encourage a culture of collaboration. But it may not be a lack of trying. Any culture shift is no small undertaking; it inevitably takes time, patience, and regular reinforcement. With Strong leaders, a clear vision, and tools that support collaborative behaviors, a culture of collaboration is possible. FAQ’s What are 3 important skills for teamwork and collaboration? Trust Tolerance Self-awareness What are 4 more important skills for teamwork and collaboration? Empathy Transparency Active listening Conflict resolution What is the purpose of collaboration? Collaboration helps people work together to achieve a common objective. It exists in two forms: Synchronous: in synchronous form, people interact in real-time through online meetings or instant messaging. Asynchronous: In this collaborative form the interaction is not time-bound. Like uploading documents or making annotations to shared workspaces. What is team collaboration? It refers to a communication and project management approach. Team collaboration emphasizes teamwork, original thinking, and equal participation to achieve objectives. About Author: Joan Alavedra is co-founder of Onsite.fun – an end-to-end platform to book, manage and organize team experiences at scale. He is constantly writing about team culture and remote work on his blog.
4 steps to optimize a hybrid work environment
Work is no longer a place. It’s an activity that can and does happen anywhere. As such, it’s given rise to hybrid work, which combines the collaborative atmosphere offices provide with the perks of working remotely. This model gives employees flexibility in their workdays and better work-life balance.It also has the potential to positively affect diversity, equity, and inclusion, according to McKinsey. That’s because underrepresented groups are the most likely to desire flexibility, the 2022 Future Forum Pulse Summer Snapshot reveals. By race or ethnicity, the report identifies Americans who prefer hybrid or fully remote work as: 88% Asian/Asian American 83% Black 81% Hispanic/Latinx 79% White A flexible or hybrid work environment fosters inclusion. And an inclusive company culture is seven times more likely to be rated high-performing by its employees, McKinsey finds. Let’s explore four ways your organization can effectively manage a flexible work environment.1. Maximize the potential of hybrid workHybrid work isn’t going away. Managing it requires a fresh approach to project management. Traditional, project-based delivery methods fail to meet today’s business needs. The key to success is aligning investments to business value, but how?Watch our Hybrid work management webinar to find out how forming teams around products can facilitate favorable outcomes. Adopting a product-centric rather than project-based delivery method can help you identify and overcome bottlenecks to focus on providing the highest customer value.2. Put employees firstThe employee experience directly affects the customer experience, so it makes good business sense for organizations to prioritize their employees. Do your employees have the resources they need to do their best work? Empower them at every touch point, from onboarding all the way through offboarding.In Reimagine the workplace and support the hybrid workforce, leaders from NielsenIQ and the UK’s Department for Environment, Food, and Rural Affairs discuss various aspects of hybrid work. Gain insights on the future of the workplace, real estate management, and employee productivity.3. Connect people, places, and technologyKeeping employees connected while enabling their flexibility can be a challenge. They rely on you to provide the services they need, whether they’re navigating an office space, collaborating with co-workers, or looking for answers to questions. And they want seamless experiences both virtually and in person.Empowering your hybrid workforce requires transparency to effectively nurture people and increase employee engagement. Get tips from human resources innovation partner Leapgen and biopharmaceutical company AstraZeneca.4. Plan for successA winning hybrid work strategy at any organization comes down to the policies and practices in place. In Hybrid work: Planning for what comes next, HR industry leader Josh Bersin shares findings from his The Hybrid Work Playbook to help inform organizational policies.You’ll learn how companies are redesigning their workspaces, the significance of employee feedback, how to help managers of remote and hybrid teams, and ways to upskill workers.
4 takeaways from Knowledge 2023
Knowledge 2023 united thousands of LIKE.TG customers and colleagues from all over the world at the first single global user conference in three years. LIKE.TG CEO Bill McDermott opened the show, and announcements about innovations enabled by the Now Platform didn’t stop. Three days of keynote sessions, fireside chats, roundtables, and demos offered something for everyone in attendance.Here are four key takeaways from this year’s flagship event:1. Generative AI for enterprise is hereGenerative AI (gen AI) was without a doubt the hottest topic at Knowledge 2023. Multiple sessions covered the impact of gen AI across multiple industries and showed how LIKE.TG is powering practical gen AI solutions built on the Now Platform. “Change will never move this slowly again,” McDermott said during his opening keynote.Attendees packed sessions and flocked to demo desks that showcased how LIKE.TG and our partners are reaching new levels of automation and implementing machine learning to drive higher productivity, massive efficiency gains, improved employee and customer experiences, and faster return on investment. LIKE.TG and NVIDIA deliver enterprise gen AIC-suite leaders across the world seek to architect a generative AI roadmap that drives business performance. At Knowledge 2023, we announced a groundbreaking partnership between LIKE.TG and NVIDIA to do just that.Using NVIDIA software, services, and accelerated infrastructure, LIKE.TG is developing custom large language models trained on data specifically for the Now Platform. “NVIDIA’s computational power combined with LIKE.TG’s enterprise reach will unleash the Intelligence Revolution,” McDermott said.A game-changing gen AI keynoteDuring an exciting presentation from LIKE.TG President and Chief Operating Officer CJ Desai, two new solution announcements proved that LIKE.TG is ready to walk the walk when it comes to gen AI.LIKE.TG Generative AI ControllerBusinesses connected to the LIKE.TG ecosystem will be able to easily connect LIKE.TG instances to OpenAI and Microsoft Azure OpenAI thanks to the new LIKE.TG Generative AI Controller.This development means any existing LIKE.TG experiences can use gen AI capabilities to answer questions, summarize existing content, and generate new content from a single integration point.Now Assist for SearchNow Assist for Search is a new search tool that uses gen AI to recognize intent. It provides natural language responses based on the customer's own knowledge base when users pose questions in Portal Search, Next Experience, or Virtual Agent.Because Now Assist for Search pulls information from within a customer’s environment, results are more accurate for internal agents or external customers, greatly reducing the likelihood of error. The Knowledge 2023 audience was treated to a live demo that displayed this cutting-edge technology in action, showing the impact on both customer and internal agent experiences.AI-powered finance and supply chain workflowsTaking a large step toward delivering McDermott’s vision of the “exponential enterprise,” LIKE.TG is using innovative AI solutions that help create truly connected organizations. Mission-critical processes such as procurement, accounts payable, and enterprise resource planning systems will now benefit from AI, machine learning, and robotic process automation.2. Help is available for nonprofitsWhen nonprofits optimize their business operations, they can do more good. This was the message that Vanessa Smith, president of the newly announced ServiceNow.org organization, imparted to Knowledge 2023 attendees in her keynote address.The Now Platform helps streamline processes and consolidate disparate systems to drive speed to value. ServiceNow.org is using these same capabilities and simplified experiences to help nonprofits do more with less, stretching every dollar to advance their important missions.3. Skills intelligence is paramountFrom the very first keynote address, we stressed the importance of employee experience in any organization’s digital investment strategy. Simply put, employee turnover drains revenue. That’s why every organization needs to deploy tech and processes that deliver great experiences throughout the employee lifecycle.Beyond employee satisfaction, an emerging conversation in the employee experience space was the importance of investing in a scalable skills strategy that helps close talent gaps within organizations. LIKE.TG Employee Growth and Development is a new AI-powered solution for skills‑based workforce management. “Organizations are nothing without their people,” said Chief People Officer Jacqui Canney. “In this competitive market, to grow business, leaders need to enable their employees to grow their careers in equitable and dynamic ways. This can’t be done without skills intelligence.”4. Tech skills development is availableAt Knowledge 2023, we showcased RiseUp with LIKE.TG, our global career development program designed to skill people worldwide from all backgrounds, experiences, and ambitions on the Now Platform. Already, we’ve trained 4 million people on the platform.We’re doubling down on our commitment to make the world work better for everyone by working to train another 1 million by 2024.Glean more insights in the Knowledge digital experience.
4 Tips for Effective Background Check Of a Remote Worker: for Employers & Employees
A background check is a part of normal life for those who work remotely, and almost anyone can run one. Often a job applicant provides references of previous employers to give evidence of their successful work history. Many companies have been compromised by candidates who take advantage of a trusting relationship though, so further steps are taken to ensure their next person hired is of great caliber. This quick guide will give all the information you need to know about employment background checks. Working Remotely Especially since the Covid-19 pandemic, working from home has never been so popular for employers and employees. Even leading up to the pandemic, almost five million Americans were working from home. Coronavirus likely sped up a shift that was already gaining momentum. Common Mistakes When Hiring Remote Workers Not every employee has habits that are conducive to working from home and not every employer is made to have the ideal working from home environment for beginners. Like so many aspects of employment, there is no such thing as a fundamentally bad employee or employer. However, they can be ill-suited though. Risks and Difficulties Hiring a Remote Worker Hiring a remote worker still means having someone who will be a member of the team and get the job done. Consider making it so the candidate can have at least one face-to-face interview, find out if they have experience in the remote working software programs that your company uses, and conduct a thorough background screening. Working from Home Means Working The biggest concern when hiring someone to work from home is having them actually work from home. Boundaries should be made clear between employees and employers, and it could be the case that the traditional nine to five working model needs revision. Flexible work hours or even a result-orientated work ethic could be considered if it’s fitting with both parties. To learn even more about managing remote teams and keeping employees working at home highly engaged, download our ebook now. Download now Remote and On-Board Hiring Remote hiring means hiring someone who is to work remotely from the office. Remote onboarding is the follow-on from that process. To ensure that the new hire is fully invested personally in the operation, it may be worthwhile having them come to your head office for a day or even up to a week. Get them familiar with the rest of the operation, even consider having them spend some time with another remote worker. This will give them a feel of the culture and what is expected as a member of the team. Tips on how to conduct an effective background check on a remote candidate? There are many ways to conduct an effective background check, but the three main records that can get checked are driving records, criminal records, and drug screening. Driving Records Every state has some way of checking someone’s driving records. Driving record checks will reveal any incidents that the employee may have had while driving a car, as well as any encounters with law enforcement. Criminal Records Criminal record background checks will reveal whether or not the prospective employee has had any interaction with law enforcement, as well as the nature of that attention. Drug Screening Drug screening can be done remotely by a number of providers. It involves collecting a urine sample from your prospective employee to find out if they dabble in illicit substances. Tips on how an employee should Prepare for Employment Background Screening The reason why employers conduct background checks is to ensure that they are hiring a strong member of the team who will have a positive influence. If you’re applying for a position where you are working remotely, chances are the prospective employer is conducting a background check. In order to be prepared, it is best to know what they are going to find out first. 1. Get a copy of your credit report Getting a copy of your credit report is quick and easy. It will tell you whether you have had any failures in paying bills, whether you have a mortgage, and how you are rated as a financial citizen. Many employers use credit reports to get an idea of who they are hiring. 2. Check your motor vehicle record There are ways to copy driving records in your state so that you can check your history. It is recommended to also see what you might be able to do to rectify any past incidents. You can quite often contact your DMV to have points removed or records expunged. 3. Check court records Go to your local court and find out what records they have. This will be a good way of finding out what is potentially on your criminal background check. 4. Stick to the facts You know how good or bad you are as a citizen, and what is on your record. Getting hired is not an interrogation, and potential employers often value absolute transparency. If you know there is something on your record, it may be worth being upfront about the facts and raising it before they do. Conclusion There are many ways to increase productivity, Encourage employees who are working remotely to set a schedule and take regular breaks. It’s also crucial that you check-in with them from time to time to ensure that their morale is high. Don’t just monitor them for productivity. Keep an eye on their well-being and morale as well. That’s a win-win for everyone. About Author: Patrick Peterson is a writer/editor at AutoDetective. Born and raised in the automotive world. He’s a passionate writer who crafts exquisite content pieces about everything related to cars and bikes.
4 Tips for Seamless Remote Employee Onboarding
It can be tough to onboard new employees, particularly if they’re remote. They can't just pop into the office for a meeting, and you can't always quickly bring them up to speed on all the company's goings-on. But with a little effort, you can make the process smooth for both the employee and your team. Several tools and technologies can help make the onboarding process easier for you and your new employee. For example, video conferencing software like Skype or Zoom can be used for virtual training and tours. And there are many online tools, such as Google Drive, that can be used for collaboration and sharing documents. In addition to taking advantage of these tools, you can make the onboarding process smoother and more efficient with the following guide, designed to help you get started. 1. Have a remote work policy If you're going to be onboarding remote employees regularly, it's important to have a remote work policy in place. This should outline your expectations for how employees will conduct themselves while working remotely and what you expect from them regarding communication and collaboration. Having a clear policy will help make the onboarding process smoother and ensure everyone is on the same page from the start. And it starts in the hiring process: In your application, ask candidates what aspects of remote work appeal to them. Ask them to describe their preferred working style, communication style, and technical skills. If a candidate responds that they do not enjoy the isolation of remote work, you may want to move on. 2. Send equipment and a welcome package beforehand Few things will frustrate both you and your new employee more than having them spend the first few working days ironing out technical difficulties. So, ahead of time, order all necessary hardware they’ll need and have it delivered to their home. Here are some items to consider, depending on the requirements of the position: Laptop or desktop computer Monitor Keyboard and mouse Headset or earphones Webcam Printer/scanner External hard drive or USB drives Phone or VOIP equipment Charging accessories and power strips When it comes to software, if what employees need isn’t cloud-based, ensure it's pre-installed on their device. Include passwords, usernames, and any other security information needed so remote hires can easily get up and running. Suppose you are working on many different online marketing tools. In that case, putting together a list of recommended tools for your new employee may be helpful. Or if you’re working with a project management tool, ensure that their accounts are already set up in advance, and they’ll have access from day one. Additionally, making remote employees feel welcome can help embed them into your organization and feel like they’re part of the team. One idea is to send a welcome package with things like: Welcome letter from the CEO or team leader Company swag such as T-shirts, mugs, notebooks, or pens Employee handbook Snack box with an assortment of treats and snacks to enjoy while working Tech accessories like USB flash drive, ergonomic mouse pads, or laptop stands Gift cards for coffee or online retailers Virtual event pass to an upcoming online workshop or team-building event Desk plant to brighten up their home office space 3. Be prepared with virtual onboarding materials Gather all your onboarding materials and make digital copies as part of your remote onboarding program. You may also want to mail them a physical copy along with their welcome package. Here’s a list of things you’ll want to include: For all employees: Mission, vision, and values Organizational charts Employee directories Communication procedures (how and when to use email, video calls, and chat) Tutorials for commonly used tools Security standards Templates for standard documents (presentations, email invitations, sales follow-up emails, etc.) For marketing: Lead qualification criteria Content style guide Blog and SEO best practices For sales: CRM contact information standards How to order business cards Travel and expense procedures For software developers: How to set up a development environment Codebase Development processes Architecture standards You can help employees track their progress by making videos of everything that they need to learn in modules. Or you can set up a video call so that they’re able to ask questions on anything they don’t understand and managers can easily answer them on the spot. Creating these learning modules might be a bit difficult, but you can contract a Professional Employer Organization (PEO) to create learning modules for any job position. 4. Leverage existing technology and tools Use video conferencing or online team meetings to ensure a smooth transition. Companies onboarding remote employees can greatly benefit from leveraging technology and platforms such as Zoom for virtual meetings, Slack for communication, Asana for project management, LIKE.TG for HR software, and Microsoft Teams for collaboration and document sharing. For example, you can use Microsoft Teams to welcome your new team member, outline their responsibilities, and offer support. And some apps, such as Donut, allow employees to chat with a company representative through the internet. Onboarded employees can also receive useful information about company resources, such as knowledge bases, training software portals, and cheat sheets 5. Let new hires know what to expect Working from home can be a brand new experience to most. Ensure everyone understands what's expected of them during the remote onboarding process. What information do they need? Whom will they be meeting with? What tools do they need to be successful? You can avoid confusion and frustration later on by getting everyone on the same page from the start. This is also a good time to set expectations for communication. Will you use email, Slack, video conferencing, or a combination of all three? Let your new employee know how you prefer to communicate and the best way to reach you. 6. Set up a dedicated onboarding space If possible, set up a dedicated space for their remote onboarding process. This gives them a place to go where they can find all the information they need in one spot. It can be as simple as a folder in your company's shared drive or an intranet page with links to all the relevant documents. Having a dedicated space also makes it easy for you to keep track of your new employee's progress. You can quickly see what they've read and what still needs to be covered. As your business grows, it might be a good idea to consider tools to help during this process. LIKE.TG’s employee Onboard platform can help to automate a lot of the repetitive tasks that build up as you get the hang of remote onboarding. Download Our Free New Employee Orientation Checklist! Download Now 7. Use self-onboarding checklists Self-onboarding checklists are an effective tool for streamlining the onboarding process of remote employees, ensuring they complete all necessary steps. These checklists should include tasks like setting up company email accounts, completing required paperwork, reviewing company policies and procedures, and accessing necessary software and tools. Additionally, the checklist can guide new hires through introductory training modules, schedule their first team meetings, and prompt them to set up virtual meet-and-greets with key team members. 8. Introduce them to the team members One of the challenges of remote work is feeling like you're part of the team. So take some time to introduce your new employee to everyone on the team, even if it's just through a quick email or video call. If possible, set up regular virtual coffee chats or happy hours so they can get to know their colleagues in a more informal setting. You can also give them the company’s organization chart so that they do not have a hard time trying to remember who is who. 9. Give them a virtual tour If your company has a physical office, give your new employee a virtual tour so they can see where their team members work and what the space looks like. If you don't have an office, you can still give them a tour of your company's website, intranet, or social media channels. Make them feel like they're part of the team by showing them around and introducing them to everyone they'll be working with, even if it's just virtually. Always make an effort to have your camera on to create a warm face to face feeling when giving the tour. Click Trough an Onboarding Process Click through our interactive demo to see how LIKE.TG makes onboarding easy. Try It Now 10. Assign a buddy One way to help your new employee feel welcome is to assign them a buddy. This should be someone who's been with the company for a while and knows the ropes. They can answer your new employee's questions and help them feel comfortable in their new role. A workplace mentor can provide initial guidance and help eliminate the anxiety many new remote employees experience. Moreover, use video coffee chats and other ice-breaker activities to break the ice. 11. Provide training and resources As part of the onboarding program, provide your new employee with all the training sessions and resources they need to be successful in their role. An onboarding training session should entail a thorough introduction to the company culture, key policies, and job-specific skills, along with interactive elements like Q&A sessions, practical exercises, and opportunities to meet and engage with team members and key department leads. The goal is to set them up for success by providing everything they need to hit the ground running and make sure you’re both on the same page once their onboarding plan is complete. 12. Encourage communication and feedback Working remotely makes it easy to feel like you're out of sight and out of mind. To avoid this, schedule regular check-ins with your new employee. This gives you a chance to see how they're doing, answer any questions they may have, and give feedback on their progress. You should also be open to getting feedback from your employees. This helps you figure out problems and come up with solutions. Feedback will show you places where your new employees have problems. There are different ways in which you can collect feedback from your new employees. You can use surveys, meetings, or performance tracking software. Check-ins also allow your new employee to bring up any concerns or issues they may be having. By addressing these early on, you can help them feel more comfortable in their role and prevent any potential problems down the road. You can also ask them to turn on their video during conference meetings to make them settle in properly so you become aware of their onboarding experience. Since employees are not able to meet face to face, online meetings and daily communication are essential in team building and creating healthy remote team relationships. 13. Give them room to grow Finally, remember that your new employee is still learning and growing into their role. They may make some mistakes along the way, but that's okay. What's important is that you give them the space to learn and grow.Encourage them to ask questions, try new things, and take risks. This will help them become even more successful in their role and feel like they're truly part of the team. “As soon as we saw LIKE.TG’s Onboard demo, we knew this was the perfect solution for us. We loved that it was extremely simple and powerful out of the box, but that we could customize it with advanced capabilities to make it work in our company setting.” Elisa Garn Vice President, HR and Talent Christopherson Business Travel Learn More About Author: This article is written by our marketing team at LIKE.TG. LIKE.TG is dedicated to providing powerful solutions for your HR teams and creating an exceptional employee experience. Our aim is to help your company improve employee engagement, onboarding, and to save you valuable time!
4 Tips to Foster Back-to-Human Work Culture
When you work remotely, do you feel like you miss out on the social aspect of work? Do you feel like you don't have anyone to talk to during the day? You're not alone. Many remote workers feel this way, which can be a significant drawback of working from home. In this blog post, we will discuss ways to make remote work friendlier and more social. What does a back-to-human work culture mean? A back-to-human work culture means putting people first. It means valuing employees as individuals and giving them the time, space, and respect they need to do their best work. It also means creating a positive workplace culture where people feel comfortable taking risks, making mistakes, and learning from their experiences. Back-to-human work culture is where employees feel valued and supported, not micro-managed or bogged down by bureaucracy. Furthermore, at its heart, back-to-human work culture is about building relationships and creating a sense of community in the workplace. When employees are happier and more engaged, they're more productive and creative. The biggest challenges of remote work While remote work has many benefits, some challenges also come with it. Flexible schedules and overworking One of the biggest challenges for remote workers is creating a flexible schedule that works for them. It's important to find a good work-life balance between working enough hours to stay productive and taking time off to relax and rejuvenate. It can be tough to stick to this balance, but it's definitely worth trying to find something that works for you. After all, it depends on the individual and their work preferences. Some people love the freedom of remote work and can get a lot done without feeling overwhelmed by a traditional office setting. Others find it hard to stay focused when working from home and may benefit from a more flexible schedule that allows them to take short breaks during the day or work different hours each day. The key is to find what works best for you and your productivity levels and then communicate that preference to your supervisor or team. It's also crucial to be proactive about managing deadlines and ensuring that all assigned tasks are completed in time, regardless of where you're working from. Lack of contact The lack of contact is the biggest challenge of remote work because it's tough to stay connected with team members when you're not physically together. This can lead to a lack of communication which can impact productivity and project deadlines. There are a few reasons why lack of contact can be the biggest challenge of remote work. First, remote workers can often feel isolated and disconnected from their team. This can prompt feelings of loneliness and boredom, which can impact productivity and motivation. Second, it can be difficult to build trust and collaborate effectively with remote teammates without regular contact. And finally, lack of communication can induce misunderstandings and frustrations that can damage relationships. Some ways to overcome this challenge include using video conferencing tools like Slack, Skype, or Zoom, scheduling regular check-ins, and setting up team-building activities like virtual happy hours. By staying connected both electronically and emotionally, it encourages your remote employees to stay productive and cohesive. Asynchronous communication Asynchronous communication could generate some issues for remote workers. For example, it can be difficult to "read the tone" of a message when you can't see the person's facial expressions or hear the inflection in their voice. This often causes misinterpretations and misunderstandings, or could make constructive feedback sound like a mockery. Next, it can be difficult to stay on top of all of your asynchronous communication channels when you're working on projects that require your full attention. Messages can get buried in inboxes, notifications can pile up, and before you know it, you've missed an important conversation. Finally, asynchronous communication often takes longer than face-to-face or real-time communication. This is because, usually, there's more back-and-forth involved, and people can't get immediate feedback. If this is ignored for too long, it can delay decision-making and project progress. The best ways to foster a back-to-human work culture Improved onboarding with a buddy program and game nights A buddy program can be a great way to help new employees feel welcomed and comfortable in their new role, and game nights are always a fun way to bond with coworkers. Plus, it's a great way to get to know each other better, build camaraderie in the workplace, and encourage collaboration. Buddy programs and game nights are great for improving onboarding. They help break the ice and make the new employee feel welcome and, at the same time, help them learn about the company culture and get to know their coworkers. Additionally, these activities help employees bond with one another, leading to increased productivity and create a more positive work environment. Improved training, learning and development opportunities Employees who feel valued and supported are more likely to be productive and engaged in their work. By providing training and learning opportunities, you show your employees that you care about their development and invest in their future. Training and learning opportunities are essential for two reasons. First, they help employees stay up-to-date on the latest trends and technologies. Second, they show employees that you support their development, which can increase engagement and motivation. You can even make training as a reward for excellent performance, for example, if the company reaches 100 employees, a leadership training will be provided. Improved recruitment that sells a career path One of the primary reasons why employees change companies is that today's jobs offer a paycheck and a role while not thinking about long-term career prospects. Your candidates are no longer looking for roles that will have them sitting in the same position for years without any professional development. Before you put out a new opening, think carefully about the career progression for that role in the upcoming year or two. Where will your company be, and what are your plans? What should this person achieve in a year or two? What skill sets do this role needs? Think about each of your open roles and develop a career progression plan for each. Having one will attract better candidates and give your employees a sense of purpose. Add to these specific goals for advancing to the next role, and you'll have an army of motivated employees yearning for professional growth. Improved employee engagement through different activities Just because you work remotely, it doesn't mean that you can't do any team-building activities on a regular basis. In fact, there are plenty of activities that you can try out that don't require lots of effort or resources. One of them is a group activity called campfires - where your team can get together and listen to one employee talk about something they're passionate about. The rest of the team listens, asks or questions. You can also watch a movie or a TV show with your teammates. From simple apps such as Skype or Zoom to specifically tailored apps like Gaze, watching something together with your remote team has never been easier. Another neat activity is called an icebreaker - where you ask an interesting question at the beginning of a meeting to get to know everyone better. For example, what was your dream career when you were little? Is there an animal that you're afraid of? As remote work becomes more common, new tools, apps, and games are being launched every day. Try out some and find something that your team love. Conclusion The best way to make remote work friendlier is by focusing on the human element. This can be done through improved onboarding, training, and recruitment practices that sell a career path and development opportunities. Additionally, creating a culture of connection and engagement through activities like virtual game nights can help to generate a more cohesive team, improve leadership skill, and promote sense of belonging. In the bigger picture, creating a back-to-human work place will improve your company’s score card. About author: Raisa Yogiaman is a content marketer at Zavvy - an employee enablement platform that combines employee experience with smart workflow automation.
4 tips to help early-career international students in their job search
This is part two of a three-blog series exploring what it’s like to find work as an international early-career employee.The first blog in this series highlighted some of the struggles early-career international students encounter when trying to find work in the US.Here, we continue the conversation with advice from three LIKE.TG co-ops and thoughts from a LIKE.TG executive to help international students improve their job search.[We’re hiring. Explore early careers at ServiceNow.]1. Prioritize Diversity, Equity, and Inclusion (DEI)DEI initiatives should be a focus for every company. As an international student, it’s vital to choose an organization that accepts you for who you are and empowers you to be your most authentic self.“Apply to organizations that have a track record of bringing in people from diverse backgrounds and fostering different perspectives,” advises Stephanie M., senior director of the early-in-career program at ServiceNow.Representation matters. “Make sure you choose a workplace where you’re comfortable sharing your culture,” encourages Dena R., an employee communications and engagement co-op. Being proud of your heritage and wanting to share those traditions with others should be valued. “After being welcomed with open arms by a female Asian leader on my first day at LIKE.TG, I felt like I belonged,” she adds.For Dena and myself, a Burmese public relations co-op, the LIKE.TG Asian & Pacific Islander Belonging Group meant we had a voice.2. Keep an open mindCountless resources and networking opportunities are available to help early-in-career employees grow personally and professionally. Starting in a customer advocacy role doesn’t mean you have to be locked into a marketing career path. Don’t limit yourself. By exploring other options, you might find something you love.For instance, although I’m pursuing a business and economics degree, I took on the public relations co-op role at LIKE.TG because I knew it would be a once-in-a-lifetime learning opportunity. After only five months, I’ve already added a PR minor to my degree.Bhavana S., a campaigns co-op, agrees. “I never thought I would end up in tech, but I’m so happy I did,” she says. "Don’t be afraid to explore and take that leap of faith.” It’s OK to be uncomfortable—that only means you’re growing and challenging yourself.3. Check the company valuesIf your personal values don’t align with those of the company, you likely won’t feel motivated to do your best work—even if the job description is a perfect fit for you.When I was searching for a job, I came across LIKE.TG’s four core values: wow our customers, win as a team, create belonging, and stay hungry and humble. Although all of them stood out to me, I resonated with “win as a team” the most. I knew it meant that when I succeed, everyone else succeeds, and when I need someone to rely on, there’s always someone there for me.By embracing the "win as a team" value, I feel encouraged to live my best life and do my best work—talking freely to co-workers about my emotions and maintaining a healthy work-life balance without any criticism.4. Network as much as possibleBuilding relationships with professionals can help you prepare for interviews. Reach out to friends, classmates, professors, or even strangers who work at the company where you want to apply.“I reached out to multiple people from my university who had worked at LIKE.TG before,” Dena says. “By getting down to the nitty-gritty details of my potential role and learning about the incredible culture, I knew I wanted to co-op here,” she adds.As a result of building relationships, you might even have people advocating to offer you a position at the organization when the time comes.Thoughts from an executive“There are companies out there, like LIKE.TG, that are investing in hiring and developing future generations of leaders and innovators who appreciate diversity of thought and diversity of experience,” Stephanie says. She applauds early-in-career international students for staying strong.“Through this experience, you're going to become part of a broader culture that appreciates, values, respects, and is hungry for your partnership,” she adds. “I’ve never worked for a company like LIKE.TG, for instance, that values the people side of living your best life and doing your best work.”Browse early-career job opportunities at ServiceNow.
4 trends shaping the future of federal government work
At LIKE.TG's annual Federal Forum in March 2022, more than 1,400 government leaders and contractors convened for the first time since the start of the pandemic. We recently surpassed the two-year mark of a rapid shift to remote work, and federal leaders reflected on the widespread modernization that took place during this period.Although the number of federal employees returning to offices continues to rise, according to Axios, the world of work has changed dramatically. As it continues to take shape, speakers underscored the importance of federal employees using agile, efficient, and effective workflows.Let’s explore four key topics from the event that are shaping the future of federal government work.1. Hyperautomation and zero-trust architectureThe pandemic illuminated outdated and inefficient workflows across the federal government, which initially hindered employees from working productively at home. In the Digital Transformation in the Modern Workplace and Embracing Zero Trust for a Resilient Federal Government sessions, federal leaders explained how a shift to remote work and policies, such as President Biden’s Executive Order on Improving the Nation’s Cybersecurity spurred their agencies to: Modernize legacy applications. Embrace automated solutions. Deploy zero-trust cybersecurity strategies that allow employees to securely work from anywhere. The US Department of State operates embassies in more than 190 countries, in addition to 29 domestic offices. Ken Rogers, chief digital strategist at the department, acknowledged some agencies and bureaus within the organization were further along in their modernization journey than others at the start of the pandemic. His team helped integrate tools across the State Department for all employees to use to enhance productivity and achieve their unique mission goals.“It’s been a continuous process of technology iterating far faster than an organization can adapt, so you really have to think through where does the value of the technology meet the business of the organization,” he said. “[This ensures that] I’m introducing the right things to the organization and not stressing the organization out because change is such a challenge for everyone.”Rogers explained that by consolidating the State Department’s contracts and migrating to the Now Platform®, his team achieved greater continuity and, ultimately, enhanced employee experiences and workflows. 2. Attracting Gen Z talentIT mandates continue to serve as forcing functions of digital transformation across the federal government. In the Lunch and Congressional Commitment to IT Modernization panel, Nichole Francis Reynolds, vice president and head of global government relations at LIKE.TG, spoke with members of Congress about the modernization efforts agencies must make in 2022 to help attract and retain federal talent.Less than 7% of the federal workforce is under the age of 30, according to the Partnership for Public Service. More than 29% is above the age of 55, meaning hundreds of thousands of jobs will soon become vacant due to expected retirements.Rep. Gerry Connolly illustrated the importance of enacting policies that provide lower barriers to entry for younger talent, including internship opportunities, hybrid work models, and streamlined hiring processes.3. DEIA initiatives and equal opportunitiesIn addition to the pieces of legislation Rep. Connolly outlined, the Biden Administration’s Executive Order on Diversity, Equity, Inclusion, and Accessibility provides a blueprint for agencies to modernize their recruitment efforts. LIKE.TG Chief Equity and Inclusion Officer Karen Pavlin led a panel on the ways agencies can advocate for—and empower—diverse individuals in the federal workforce.“We recognize we have to stay competitive, not just as a federal agency, but also as an employer of choice across all sectors,” said Traci DiMartini, chief human capital officer at the US General Services Administration (GSA). “The only way we’re going to do that is by embracing diversity, equity, inclusion, and accessibility.”DiMartini and her team established GSA’s equity team. It’s a group of cross-functional leaders who are committed to identifying and understanding the barriers that policies and programs present to supporting underserved communities.Establishing decision-making teams with varied perspectives and using tools such as data analytics in the recruitment process can help. Moves like these can ensure all current and prospective federal employees have equal opportunities to advance in their careers within the federal government—our nation’s largest employer. 4. Accelerating service deliveryAt the height of the pandemic, Americans relied heavily on government services, from small business owners obtaining relief funds to citizens collecting stimulus funds and information about COVID-19.I had the privilege of moderating the last panel session of the day, Accelerating Service Delivery, where federal and IT leaders explored the implications of the President’s Management Agenda and the Customer Experience Executive Order. We discussed how agencies can carry forth the administration’s vision by using automation, analytics, and enterprise software delivery with low-code development.Barbara Morton, deputy chief veterans experience officer at the US Department of Veterans Affairs (VA), stressed the importance of operationalizing moments that matter most for customers. Her team conducted in-depth interviews with veterans to understand the quality of care they received when visiting medical facilities.These insights informed new programs, such as the Red Coat Ambassador Program, and technology, including a redesign of VA.gov, which Morton’s team deployed to improve veteran satisfaction levels by nearly 20%.The VA recently appointed its first chief design strategist and team of customer experience strategists and design specialists. Morton said this allows the organization to navigate the culture of government while prioritizing the needs of veterans.Looking aheadThe next year will undoubtedly present many opportunities for federal agencies to accelerate their digital transformation and shape the future of work. Our team continues to serve as a trusted partner to the federal government in helping them achieve these mission goals.At the Federal Forum, we shared our Impact Level 5 provisional authorization. It will enable the US Department of Defense, its mission partners, and select federal agencies to further modernize by moving highly sensitive data, including controlled unclassified information and unclassified national security systems, to LIKE.TG cloud-based solutions hosted on Microsoft Azure Government.Watch the Federal Forum sessions on demand.
4 ways a strategic portfolio management framework can streamline success
In today’s fast-paced business environment, determining how short-term projects fit into long-term organizational goals may seem daunting. A strategic portfolio management framework is critical for companies looking to align their projects, investments, and resources with their overall business strategy.LIKE.TG Strategic Portfolio Management (SPM) can help organizations consolidate their most pressing business priorities on a single platform. Let’s explore four ways SPM can help streamline your path to success.1. Execute a hybrid approach from top to bottomFor many organizations, hybrid and agile methods of project delivery are being implemented only at the execution level. Due to rapidly evolving customer needs, a flexible solution that supports multiple work delivery methods is paramount.To see the best outcomes, organizations should approach project delivery with a hybrid methodology throughout, incorporating both Waterfall and Agile. Watch our World of Work webinar to learn why a hybrid approach is key for high-performing organizations.2. Align with business objectivesAligning projects with business objectives can help ensure investments are in line with an organization’s long-term vision and priorities. SPM provides visibility into the relevance of each project, enabling organizations to make informed decisions about which projects to prioritize.A properly aligned organization increases the ability to bring together funds and people so that you can respond quickly and decisively when change is needed. Gain insights from Lloyds Banking Group, Verizon, GlaxoSmithKline, and others about their experiences in Strategic Portfolio Management Summit.3. Accelerate business valueA strategic portfolio management approach is key to managing your organization’s finances and investments. It can help you view spending, compare scenarios, plan your investments, and more. In turn, this can help you increase the amount of work delivered that’s aligned to strategy, improve business agility, drive digital transformation, and more fully engage value stream management.Strategic Portfolio Management—the framework for success explores how SPM can help you see and fund what matters most.4. Empower the workforceAt the forefront of any organization are its employees. To achieve the best business outcomes, all employees must be united and aligned to the same overarching goals.Using SPM in conjunction with Strategic Planning (formerly Alignment Planner Workspace) enables better connections between business priorities and the workforce, increasing the rate of success. Find out how companies are using these tools in our Align strategy to execution and optimize results webinar.
4 ways AI-first organizations can become industry leaders
Generative AI (GenAI) can be divisive. While its potential to revolutionize industries is undeniable, ethical concerns, job displacement fears, and privacy concerns may make leaders hesitant to implement it. However, amid these debates, one thing has become increasingly clear: AI-first organizations are spearheading success in their industries.To prosper as an AI-first organization, AI needs to permeate daily work across the business. GenAI has the ability to help people work better, smarter, and faster. Let’s take a look at how industries can put AI to work for people.1. Take an AI-first approachWith the push to provide better care for more people at less cost, healthcare providers are struggling to meet expectations. GenAI can assist with and augment routine tasks such as documentation, transcription, and patient handoffs to give overworked staff more time for patient care.To gain insights into how GenAI can improve employee and patient experiences, Brian Solis, head of global innovation at LIKE.TG, led a panel discussion with leaders from Accenture, Babson College, and ServiceNow.2. Be future-readyFrom optimizing the supply chain to predicting customer needs, GenAI can help manufacturers improve operational processes. Many manufacturing companies have already begun experimenting with the technology.In Be the future-ready manufacturer, experts from Deloitte and the MIT Sloan School of Management explore the importance of a targeted and open-minded GenAI approach in gaining a competitive edge. 3. Focus on customersAs the financial sector continues to evolve, banks are increasingly turning to GenAI to enhance operations, improve customer experience, and drive innovation. Although some may believe GenAI is too unpredictable to be used in high-risk organizations, it can actually help banks increase transparency and mitigate risk.Taking a customer-centric approach to implementing GenAI can help banks improve both customer satisfaction and employee productivity. Find out how banks can deliver compliant and efficient experiences with GenAI in Customer-centric experiences in banking with AI.4. Deliver exceptional serviceAs the pioneers of the AI era, technology companies are at the forefront of using GenAI to improve their products and services. Now is the time for tech professionals to do what they do best: be innovative, experimental, and adaptable.GenAI has immense potential for technology companies. The key is to start small and build slowly. Join Adam Cheyer, co-creator of Siri, and other tech leaders as they discuss how to Deliver better experiences in the tech industry with AI.We’re on the cusp of an exciting time with GenAI. Put AI to work for your industry to unlock the exponential power of an AI-first enterprise.
4 ways AI-first organizations can become industry leaders
Generative AI (GenAI) can be divisive. While its potential to revolutionize industries is undeniable, ethical concerns, job displacement fears, and privacy concerns may make leaders hesitant to implement it. However, amid these debates, one thing has become increasingly clear: AI-first organizations are spearheading success in their industries.To prosper as an AI-first organization, AI needs to permeate daily work across the business. GenAI has the ability to help people work better, smarter, and faster. Let’s take a look at how industries can put AI to work for people.1. Take an AI-first approachWith the push to provide better care for more people at less cost, healthcare providers are struggling to meet expectations. GenAI can assist with and augment routine tasks such as documentation, transcription, and patient handoffs to give overworked staff more time for patient care.To gain insights into how GenAI can improve employee and patient experiences, Brian Solis, head of global innovation at LIKE.TG, led a panel discussion with leaders from Accenture, Babson College, and ServiceNow.2. Be future-readyFrom optimizing the supply chain to predicting customer needs, GenAI can help manufacturers improve operational processes. Many manufacturing companies have already begun experimenting with the technology.In Be the future-ready manufacturer, experts from Deloitte and the MIT Sloan School of Management explore the importance of a targeted and open-minded GenAI approach in gaining a competitive edge. 3. Focus on customersAs the financial sector continues to evolve, banks are increasingly turning to GenAI to enhance operations, improve customer experience, and drive innovation. Although some may believe GenAI is too unpredictable to be used in high-risk organizations, it can actually help banks increase transparency and mitigate risk.Taking a customer-centric approach to implementing GenAI can help banks improve both customer satisfaction and employee productivity. Find out how banks can deliver compliant and efficient experiences with GenAI in Customer-centric experiences in banking with AI.4. Deliver exceptional serviceAs the pioneers of the AI era, technology companies are at the forefront of using GenAI to improve their products and services. Now is the time for tech professionals to do what they do best: be innovative, experimental, and adaptable.GenAI has immense potential for technology companies. The key is to start small and build slowly. Join Adam Cheyer, co-creator of Siri, and other tech leaders as they discuss how to Deliver better experiences in the tech industry with AI.We’re on the cusp of an exciting time with GenAI. Put AI to work for your industry to unlock the exponential power of an AI-first enterprise.
4 ways Australians can use AI to protect data
In the time it takes to read this blog post, one Australian individual or organization will have reported a cybercrime.The Australian Cyber Security Centre received more than 76,000 reports of crime between July 2021 and June 2022, or one every seven minutes. The average loss per report was $64,000 AUD ($42,387 USD).Globally, nearly half (46%) of chief information officers and 41% of their C-level peers are concerned their cybersecurity isn’t keeping pace with their digital transformation efforts to protect data, according to research by LIKE.TG and ThoughtLab.EY estimates those numbers are higher in Australia, noting that most companies are struggling to keep up with new security compliance obligations while digitizing their employee and customer experiences.“Leaders need to change strategically in response,” says Rohit Rao, Asia-Pacific financial services cybersecurity leader at EY. “It’s about building a cybersecurity mindset into the culture—starting in the boardroom and extending throughout the whole business.”EY’s cyber experts say AI is increasingly seen as an essential tool in organizations’ defensive arsenals. Let’s explore four ways AI can help leaders address security challenges.1. Use AI to map and minimize riskDigital transformation has scattered data across departments, legacy systems, and cloud and on-premises infrastructure. Across industries, reliance on outsourced third-party providers has increased dramatically, but accountability still rests with your organization. If you don't have visibility into your data, how can you detect an attack? “It's not possible for large enterprises to have a 100% airtight environment 100% of the time,” Rao says. “So, the context must be: How swiftly can we identify a breach? How effective are our continuous detection and management processes?”Automating discovery and assessment of new technologies and vulnerabilities can help you maintain an accurate profile of devices and software that make up your company’s threat surface. Use consistent risk scoring to evaluate diverse systems and prioritize what to respond to.Include recommended fixes and details in communications between security and outsourced partners who implement updates. Replace uncertainty and delays with precision and continuous improvement.2. Use AI top build a single viewSiloed organizational structures often mean different departments have no understanding of what other teams are doing—delaying action and increasing risk.“We’ve entered a new era, where security requires organizational ownership,” Rao says. “It’s no longer the sole responsibility of the cyber folks. Companies that recover quickly view cyber response capabilities as whole-of-business crisis planning—not technical incident management.”Every case differs, but cross-functional understanding of information flows is key. Identify how and when to engage the board, inform employees, and reach out to customers. Organizations need to assume a breach has occurred and be ready to respond, regardless of severity.AI can help you share data and tools across teams to improve collaboration and reduce silos. Integrate and enrich data from different systems to improve the quality and relevance of each department’s decisions and actions. Automation makes it easy to gather timely and defensible evidence to satisfy C-level leaders and board governance committee members.3. Use AI to do more with lessIncreased cybersecurity spending can be a tough sell because it’s inherently a future cost-saving measure, not a revenue-increasing one. As security ownership expands across the organization, cyber teams need to partner with business owners to understand how data is being used and where duplication exists. Then they can work together to quantify risk and manage budgets holistically. “Across industries, we see similar behavior,” Rao says. “Security hygiene factors are frequently ignored in favor of more exciting new tech, so there’s catch-up to do there. At the same time, leaders need to reset the way they view security costs. Security teams must engage with the broader business and bring them into the tent.”Employing AI can slash workloads by eliminating manual steps. Less grunt work for human analysts frees them to focus on more strategic tasks. Stretch limited resources with automation wherever possible.Heighten vigilance against threats with continuous monitoring to reveal and reduce the most critical gaps. Automation tools can collect, analyze, and present risks, progress, and trends over time to demonstrate the positive impact of investments.4. Use AI to do the legworkWith more regulations on the horizon, organizations should be thinking beyond key performance indicators and check boxes. Gathering the right data, synthesizing it, and reporting on it is a complex task. Leaders can't afford to keep growing their reporting or technology teams—or adding more tools.Rao is encouraged by an increased appetite from leaders to dig into what different obligations mean for all stakeholders. “Delivering a better digital experience inherently brings more risk to the organization,” he says. “But we’re seeing more leaders asking the right questions around protecting the interests of the general public, not just meeting the regulator’s checklist.”Powered by AI, regulatory change management systems can update frameworks used in compliance monitoring and reporting. Automated monitoring collects and reports compliance data with less effort and fewer spreadsheets.It’s inevitable that every organization will eventually fall victim to an attack or suffer a data breach. AI offers executives the ability to be proactive, improving response times, reducing recovery costs, and maintaining customer—and employee—trust.Find out how Australian firms are using AI.
4 ways automation can improve your security posture
Security is top of mind for many organizations—and for good reason. Recovering from a data breach is extremely costly. In fact, the average data breach costs more than $8.6 million in the US.One of the best ways to defend against cyberthreats is by adopting and implementing security automation. According to a Ponemon Institute study, there’s a significant difference—84%—between the cost of a breach for organizations that have deployed security automation ($2.9 million) and those that haven’t ($6.7 million).Automated security operations can help you prioritize and respond to threats fast. Taking it a step further with artificial intelligence (AI) can help optimize security efforts by rapidly identifying and triaging threats, freeing workers to focus on more complex tasks.Let’s look at four ways automation can improve your security stance:1. Minimize risk and downtimeIn today’s highly competitive marketplace, downtime can mean lost customers. What if you could increase your business resilience against attacks to sustain uptime?Learn the benefits of automating data management workflows in our Automated security incident response webinar. Karl Klaessig, director of product marketing for Security Operations at LIKE.TG, and Chris Derton, a sales engineering manager for data security company Rubrik, discuss ways to simplify virtual machine management with a single service-level agreement (SLA) policy engine.2. Harden your attack surfaceDigital transformation and cloud computing have greatly expanded the attack surface, putting organizations at greater risk of cyberthreats. Protecting that attack surface requires intelligent prioritization and open communication.Watch our Using automation to harden your expanding attack surface webinar to learn how to rein in the expanse and work more efficiently. Three LIKE.TG experts share practical tactics to help you work smarter and keep from getting overwhelmed.3. Spotlight vulnerabilitiesCybercriminals will go to many lengths to wreak havoc on organizations. You need to stay ahead of their moves. To do that, you need insight into the ways they think.Gain an understanding of attackers’ decisions and operations in our Security automation and adversarial insights webinar. You’ll also learn how automation can help you respond rapidly to new threats.4. Enable continuous monitoringYour risk management framework (RMF) shouldn’t be rigid or narrowly focused. For the best security posture, you need integrated risk management and continuous authorization and monitoring. This combination can help improve both efficiency and visibility. Learn how in our Transforming RMF automation webinar.
4 ways CIOs can overcome critical operational challenges
Chief information officers (CIOs) are well aware of mounting pressure to do more with less. They operate against a competitive backdrop rocked by tough economic headwinds, rising technology costs, and a competitive talent market.Fortunately, IT leaders are an enterprising group. They constantly look for innovative ways to overcome operational challenges, drive their business forward, and create value for customers and employees alike. Enter hyperautomation and low-code, essential tools for any successful organization.Hyperautomation extends the application, and subsequent benefits, of automation across a much wider surface area of business use cases—leading to reduced operational costs, enhanced efficiency, and improved employee experience.“Gartner® forecasts that the spending on hyperautomation-enabling software technologies will reach $720 billion in 2023. The worldwide market for low-code development technologies is projected to total $26.9 billion in 2023, an increase of 19.6% from 2022.”1Low-code plays a central role in the successful delivery of hyperautomation, expanding development capacity beyond traditional development and engineering teams. With low-code, teams are more agile and productive, and can launch new apps and products in a fraction of the time.Let’s explore four ways CIOs can apply hyperautomation and low-code in everyday operations to reap the rewards.1. Optimize internal processesNo organization is perfect. Across every tech stack, there’s typically at least one piece of sluggish legacy technology acting as a bottleneck, slowing operations and reducing efficiencies.IT teams should pursue a tech stack that’s always on and in which low-code and hyperautomation shine. By taking a low-code approach, IT leaders can transform ailing legacy processes into modern digital workflows—in a fraction of the time and with reduced effort.CIOs don’t necessarily have to upgrade every single piece of legacy tech in their stack. They can simply use low-code to improve the delivery of these apps and services and boost their operational returns.2. Reduce asset lifecycle costsCIOs are constantly on the hunt for ways to improve the efficiency of both their team and the organization. Asset lifecycle is a vital area that affects the entire business—meaning any efficiency gains in this space can significantly improve an organization’s ability to react and scale.Hyperautomation can help CIOs better manage, track, and automate key aspects of the asset lifecycle. Extending the lifespan of assets will decrease costs over time while mitigating the risks of defunct technology and service downtime.End-to-end visibility into processes and systems can enable IT leaders to dive deep into what’s working and what’s not. These insights can even be shared with other teams—such as security, risk, and business development—to improve efficiency across the organization.3. Boost employee productivity and engagementIn the wake of the pandemic and the ensuing great digital transformation, employee experience has surged to the top of the CIO agenda. A great employee experience relies on an organization’s ability to adapt and support new ways of working, such as mobile and flexible environments and self-service processes.This rising demand for employee flexibility and autonomy extends from IT to HR, payroll, finance, legal, and other departments. Hyperautomation can help CIOs and other members of the C-suite work together to create a seamless employee experience from a central employee hub or portal.This can empower employees—regardless of their team, function, or location—to access workflows and apps that are customized to their unique needs, often without any manual intervention or custom coding.Portals powered by hyperautomation also help employees feel engaged and valued through improved and consistent communication. Automation replaces many of the manual aspects of maintaining an intranet, such as delivering relevant company news, updates, and upcoming events.4. Securely accelerate innovationCIOs must juggle dozens of apps (new and legacy) across the organization. At the same time, they’re under constant pressure to innovate and release new apps quickly and efficiently.Low-code can help CIOs empower people to quickly create and launch apps that would otherwise become stuck in development queues. Although rapidly releasing new apps can produce issues, especially around security and compliance, this is also where low-code excels.Armed with the right low-code platform, CIOs can drive their business forward with quick and secure app releases while maintaining guardrails of governance, thanks to built-in security and compliance.Find out more about digital solutions that will help your business grow in our CIO’s guide.1 Gartner Press Release, “Gartner Forecasts Worldwide Low-Code Development Technologies Market to Grow 20% in 2023,” December 13, 2022.GARTNER is a registered trademark and service mark of Gartner, Inc. and/or its affiliates in the U.S. and internationally and is used herein with permission. All rights reserved.
4 Ways HR Professionals can Use Social Media to their Advantage
A major role of the HR team is to attract the most talented recruits. It should also be adept at managing existing employees, convincing them to remain loyal to the company. Social media can play a part here and is proving to be a useful tool in driving businesses forward. Data produced by Statista shows that at least 75% of the population hold a social media account. However, these platforms appear underestimated by more than half of the business sector. By using social media, HR departments can ensure their brands are dynamic which can be used to attract the best workforce. 1. Locating the Best Recruits Planning and recruitment are essential in any business. Using social media to reach the next generation of executives can be very effective. According to Statista, 3.6 billion people log in to social media sites every day. It's approximately 49% of the world's population. The next wave of executives and managers are already being provided by Millennials with an age range between twenty-six and forty-one. Further down the line, Generation Z newcomers are only just beginning their careers. Yet it's these fledgling professionals that could enable your company to shine a couple of decades from now. The Pew Research Center has discovered that people aged eighteen to twenty-nine are the most prolific users of social media sites. Millennials in their thirties are less inclined to habitually use the channels daily. Establishing your business on social media creates an active and informative platform when inviting applications for new roles. Potential applicants can follow your job opportunities for years before they decide to apply. Such familiarity encourages them to prioritize your company in their plans. However, the social media sites you target for recruitment depend on the category of roles your business offers. LinkedIn is usually the go-to platform for prospective sales personnel. Since it began in 2004, LinkedIn has enabled millions of ambitious employees to create their networks of useful contacts. Reddit is the essential hub for IT professionals where they can share their knowledge and innovations. Twitter is always favored by marketing agents and copywriters. 2. Improving Your Reputation as an Employer Social media is a highly effective tool in creating and preserving the image of your business. In the hands of resourceful HR professionals, your entire employer-employee relationship can be subtly explained. Social media followers should instantly see images of your contented workforce. They'll be able to view special events occurring in your daily corporate life. You won't need to state you're an all-inclusive employer with equal opportunities for everyone. The images you relay will instantly prove your policies are genuinely all-encompassing and what any future employee would hope to find. Facebook was founded in Massachusetts in 2004. A 2021 survey by Statista revealed Facebook is now the most successful social media platform with 2.74 billion ardent followers. It's easy to use for sharing photographs, videos, text and much more. Members of your workforce are likely to be on Facebook where they can interact with other users. They can also share their experiences of working for your dynamic business. Your current workforce has the potential to make or break your business. If their experiences are positive, your reputation as a fair, benevolent employer with fantastic opportunities can only be enhanced. However, your HR department will need to target the most appropriate Facebook platform. According to Statista, 61% of the US now accesses the site via mobile devices. Also, you can buy Instagram followers USA, and leverage the full advantage of the employee search feature on Instagram by displaying your ads to thousands of eligible audiences on this social network. 3. Use Social Media to Highlight Opportunities and Training The future of your business is reliant on a committed workforce who are highly trained. Recruits often prioritize a company offering Curricular Practical Training (CPT), a form of learning while working. Your social media activity should inform everyone of what your company does in this respect. It's a method that enhances your reputation as a forward-thinking business. When your business collaborates with professionals who train employees, social media can help educate you about your innovative strategy. Professional trainers in business studies will inevitably have their own LinkedIn profile. Potential recruits or existing employees can discover who their tutor will be. Social media helps your HR department emphasize the extent of your training programs. Regular mentoring initiatives can be placed on social media pages such as Facebook. Make sure to have someone who will manage your business page on Facebook and answer any questions people might have regarding the initiatives. Additionally, you can use Facebook automated messages if you cannot respond to them right away. HR departments can use YouTube to post video-based training tutorials. The Pew Research Center found that 44% of employees up to the age of forty-nine accessed the platform for training purposes. Interestingly, 68% of these participants were male and only 32% female. 4. Enhancing your Employee Recognition Social media isn't completely about employees and possible recruits finding out about your business. Your HR department can use social media to learn more about the talents of the people you employ. According to Statista, there are 223 million social media account holders in the US. 98% of employees use social media. It means your HR team should be able to locate nearly every employee and learn more about them. Social media profiles can be a valuable tool when preparing to conduct interviews with applicants for a new job. HR professionals can become familiar with a recruit's profile before meeting them. In this way, social media can help with presenting a friendly atmosphere. According to a Glassdoor survey, 70% of people use social media to search for a new job. The Society for Human Resource Management (SHRM) found that 70% of HR recruiters regularly use social media to fill vacancies fast. Social media platforms enable businesses to keep active in posting their job vacancies and in recruiting staff. A Few Final Thoughts When used strategically, social media can provide information and coordinate employer and employee searches. Yet as a State of Social Report by Buffer.com discovered, only 41.9% of businesses have any kind of strategy in place regarding social media. There are many advantages in using such platforms for the benefit of your business brand and recruitment search. Future professionals waiting in Generation Z will inevitably view social media as the only place to locate the next step in their career plans. In a 2021 survey by the Pew Research Center, 84% of active social media users are Millennials and from Generation Z. Your HR team can surely enhance your business through using social media platforms in imaginative and informative ways. Author Bio: Since 1997 David Hutchinson, a nonprofit executive recruiter at Cause Leadership, has successfully placed senior-level candidates with a broad spectrum of organizations in the charitable sector. He also has a great interest in helping charitable organizations diversify, become younger in their leadership, and better represent their own clients.
4 ways innovative companies can navigate digital transformation
From the tight global labor market to social and political volatility, macroeconomic headwinds continue to hamper business growth. Such a complex environment is anything but smooth. Your organization may be feeling pressure to deliver on initiatives to support talent, products and services, and business operations.Finding success in these areas requires digital transformation. Innovative companies are best positioned to prosper and thrive.Becoming an innovative companyWhat does an innovative company actually do? For one thing, it enables continuous change from anywhere, blurring the line between experimentation and expectation.It's also at the forefront of technological development, paving the way for others in the industry to follow. An innovative company is full of driven, pioneering people who uncover new opportunities behind every app, process, and experience. These leaders see failure as a trade-off for greater success.Even innovative companies are burdened with the realities of tough times: unengaged and unempowered employees, fragmented data, and limited time and resources.The way forward is to make your organization change-capable every day through continuous transformation. That means investing in digital innovations that connect your people, processes, and systems. And that starts with a platform strategy that can help: Reduce operating costs Increase productivity Minimize risk Deliver full value from previous investments Here are four technology imperatives for innovative companies:1. Eliminate silosTo keep your enterprise productive and ahead of the competition, you can’t afford inefficiency, reactive fire drills, or high operational costs in delivering technology services.You must eliminate silos between IT service and operations teams so they can quickly address IT issues and prevent outages. To achieve this, you need to modernize, automate, and optimize the workflows between these teams. That means connecting data they can both access on a single platform—so they can get visibility and collaborate to deliver great outcomes every day.A unified technology service operations approach does more than delight employees and enable constant IT service availability. It also frees your teams—and anyone in the organization—to devote more of their time and talents to business-building change. A satisfying work environment that empowers anyone to innovate leads to higher employee engagement and retention.2. Get the greatest value from ITTechnology leaders need to translate strategy into outcomes that drive business value to keep their seats at the table. Strategic portfolio management enables organizations to prioritize and fund what matters most, build a roadmap to strategize past and new investments, communicate plans, and track progress.It also lets teams plan and deliver work using any methodology: traditional (waterfall), Agile, or hybrid. With LIKE.TG Strategic Portfolio Management, enterprises can reduce nonproductive investment spending by more than $10 million and achieve a 365% return on investment over a three-year period.3. Cut costs with connected IT asset managementManaging any IT asset (software, hardware, cloud, apps), whether it’s stored on premises or in a hybrid cloud, requires total visibility. With comprehensive IT asset management, you can plan, operate, service, secure, and retire IT—managing everything from the same place.By connecting multiple departments on a single platform and automating the end-to-end IT asset lifecycle, you can rein in your IT budget and meet compliance obligations.With a modern IT asset management solution, an enterprise can save up to 67% on the cost of software license true-ups and reduce noncompliance incidents by up to 70%.4. Accelerate cloud adoptionIt’s a struggle to scale cloud initiatives with the same security, cost, resilience, and risk management you would use for on-premises infrastructure. Process challenges, business misalignment, limited software planning, lack of IT visibility, and inadequate governance models can impede your journey to a cloud-first operating model and its benefits.With a unified IT platform, you can maximize interoperability, visibility, and agility to speed adoption, modernize architecture, and reduce costs. To get rapid return on investment in your cloud initiatives, you’ll want to: Prioritize applications based on business impact, cost savings, or technology risk. Use self-service automation for request, incident, and change management processes. Operate cloud services resiliently with AIOps, even when the mix of on-premises and cloud is constantly changing. You can get through the ups and downs with a strong technology partner by your side.At LIKE.TG, we’re curious and hungry to know what's next. That’s why we’re constantly evolving to meet the needs of our customers, with a platform that can adapt quickly as market conditions change. Together, we’ll innovate and adapt—even through uncertain times—to help you achieve digital transformation and be ready for tomorrow.Get more tips in our ebook: 4 ways to get your digital transformation back on track.
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