1 00:00:09,500 --> 00:00:11,538 OK. And that's us. We're a couple of minutes 2 00:00:11,550 --> 00:00:13,630 past the hour as promised. So I would 3 00:00:13,640 --> 00:00:15,710 like to welcome you officially into 4 00:00:15,720 --> 00:00:17,870 our webinar today and say good morning, good 5 00:00:17,879 --> 00:00:19,888 afternoon, good evening, wherever you happen to be in the 6 00:00:19,899 --> 00:00:21,989 world, my name is Brad Rook and 7 00:00:22,000 --> 00:00:24,429 I am the senior customer advocacy manager 8 00:00:24,440 --> 00:00:26,699 at Igloo software. I'm very pleased to welcome 9 00:00:26,708 --> 00:00:29,129 you today to our webinar, a winning digital employee 10 00:00:29,138 --> 00:00:31,500 experience unification. Uh Before 11 00:00:31,510 --> 00:00:33,539 we get into the webinar content itself and 12 00:00:33,548 --> 00:00:35,798 meet our Panelist. Uh I'd like to go over just a couple 13 00:00:35,810 --> 00:00:38,039 of house housekeeping items. 14 00:00:38,048 --> 00:00:40,069 Pardon me? Just back from vacation and words 15 00:00:40,079 --> 00:00:42,189 are still hard. Uh What we're looking 16 00:00:42,200 --> 00:00:44,429 at for starters is uh we do have a Q 17 00:00:44,439 --> 00:00:46,618 and A link on your bottom zoom ribbon. And 18 00:00:46,630 --> 00:00:48,740 if you do have questions for our panelists, we love 19 00:00:48,750 --> 00:00:50,060 if you could ask those questions, 20 00:00:50,408 --> 00:00:52,560 we like to retain our questions. Sometimes 21 00:00:52,569 --> 00:00:54,689 our questions do require something of a broader 22 00:00:54,700 --> 00:00:56,700 answers. We may look to get back to you at a point 23 00:00:56,709 --> 00:00:58,770 in time. Uh Having those registered 24 00:00:58,779 --> 00:01:00,908 within the, the archives of the uh 25 00:01:00,918 --> 00:01:02,950 the the webinar here is ideal 26 00:01:02,959 --> 00:01:04,989 for us to be able to do that. So again, uh you 27 00:01:05,000 --> 00:01:07,129 can use the and a link on 28 00:01:07,138 --> 00:01:09,299 the uh the lower zoom ribbon within your your 29 00:01:09,308 --> 00:01:10,430 viewing experience here. 30 00:01:10,750 --> 00:01:13,058 Uh Second thing is that 31 00:01:13,069 --> 00:01:15,439 uh you do not have video or chat enabled 32 00:01:15,448 --> 00:01:17,819 as uh a a attendees only myself 33 00:01:17,829 --> 00:01:19,939 and uh our, our fellow panelists do. 34 00:01:19,948 --> 00:01:22,019 So, uh just uh you, you won't 35 00:01:22,028 --> 00:01:24,278 see that experience. Uh So again, just 36 00:01:24,290 --> 00:01:26,359 please use the Q and A link uh to ask any 37 00:01:26,370 --> 00:01:28,379 questions that you might have. Um 38 00:01:28,388 --> 00:01:30,680 Speaking of panelists, uh we 39 00:01:30,689 --> 00:01:32,939 initially were to have two panelists, our Chief Market 40 00:01:33,073 --> 00:01:35,183 Officer, uh Chris Bondi uh sends 41 00:01:35,194 --> 00:01:37,625 his regrets, he is unable to join us. Uh So 42 00:01:37,635 --> 00:01:39,894 we are forging ahead with a uh wonderful 43 00:01:39,903 --> 00:01:42,153 Panelist uh by the name of Du Tran. 44 00:01:42,224 --> 00:01:44,293 Uh Dung is Igloo's senior product 45 00:01:44,305 --> 00:01:46,314 marketing manager. He's a individual. 46 00:01:46,323 --> 00:01:48,875 I've had a, a great amount of uh uh experience 47 00:01:48,885 --> 00:01:51,153 working with and uh he's very knowledgeable 48 00:01:51,165 --> 00:01:53,394 in this space. So I'd like to say first 49 00:01:53,403 --> 00:01:54,424 and foremost, welcome. 50 00:01:56,879 --> 00:01:59,168 Hi, everyone. And thanks for the introduction, Brad. 51 00:01:59,180 --> 00:02:01,239 Um Very excited today to talk about 52 00:02:01,250 --> 00:02:04,010 all things uh ditch employee experience and unification. 53 00:02:04,219 --> 00:02:06,239 Uh We'll be covering numerous of different types of 54 00:02:06,250 --> 00:02:08,368 topics throughout this webinar. And 55 00:02:08,379 --> 00:02:10,580 uh if you have any questions again, uh please see them 56 00:02:10,588 --> 00:02:12,689 uh for the uh end of the, the webinar which 57 00:02:12,699 --> 00:02:15,189 will um your best to, to answer 58 00:02:15,199 --> 00:02:16,569 the questions you may have. 59 00:02:17,538 --> 00:02:18,949 But to get things started, 60 00:02:19,588 --> 00:02:21,689 I do want to paint a picture of, of who Igloo 61 00:02:21,699 --> 00:02:23,960 is and you know, things that you should know about 62 00:02:23,969 --> 00:02:25,118 uh Igloo software. 63 00:02:25,379 --> 00:02:27,460 So we've been around for over 15 years. 64 00:02:27,558 --> 00:02:30,569 And in that time, we have helped numerous organizations 65 00:02:30,580 --> 00:02:32,669 of various sizes and industries 66 00:02:32,679 --> 00:02:35,349 deliver an impactful digi employee experience 67 00:02:35,360 --> 00:02:37,979 to over millions of users in over 19 countries. 68 00:02:38,689 --> 00:02:40,868 Our track record goes beyond just serving our happy 69 00:02:40,879 --> 00:02:43,118 customers, which you see some of them here. 70 00:02:43,469 --> 00:02:45,639 We have been recognized from leading analyst firms 71 00:02:45,649 --> 00:02:48,008 for our approach on digital employee experience 72 00:02:48,020 --> 00:02:49,719 and our stance on unification. 73 00:02:50,629 --> 00:02:52,849 We fully understand the challenges organizations 74 00:02:52,860 --> 00:02:54,379 like yours are going through today. 75 00:02:54,669 --> 00:02:56,919 The work landscape has completely shifted 76 00:02:56,929 --> 00:02:59,319 since the pandemic and it's more demanding 77 00:02:59,330 --> 00:03:00,778 and dynamic than ever before. 78 00:03:01,159 --> 00:03:03,250 That's why the importance of unification has never been 79 00:03:03,258 --> 00:03:04,020 imperative 80 00:03:04,460 --> 00:03:06,679 and that's what keeps a glue going to 81 00:03:06,689 --> 00:03:09,338 evolve with work, to adapt with our customers 82 00:03:09,389 --> 00:03:11,778 and to serve you better than anyone in our space. 83 00:03:14,740 --> 00:03:16,599 Not that you have an understanding of, of ACLU 84 00:03:17,088 --> 00:03:19,330 let's shift gears a bit and talk about the digital 85 00:03:19,338 --> 00:03:20,449 employee experience 86 00:03:20,800 --> 00:03:23,028 uh or decks. Uh as you see here, 87 00:03:23,778 --> 00:03:25,849 force has a really good definition of decks, 88 00:03:25,860 --> 00:03:28,610 right? It's not a single tool or strategy. 89 00:03:29,058 --> 00:03:31,270 It's the employee's perception of the technology 90 00:03:31,278 --> 00:03:33,349 they use for work and the relationship 91 00:03:33,360 --> 00:03:34,330 with their employers. 92 00:03:34,819 --> 00:03:35,758 For example, 93 00:03:36,058 --> 00:03:38,219 if all your tools work flawlessly and 94 00:03:38,229 --> 00:03:40,479 makes your job easier and better, you have a positive 95 00:03:40,490 --> 00:03:42,889 relationship with your employers and vice versa. 96 00:03:43,520 --> 00:03:45,939 And this is why DEX is important today's day and age. 97 00:03:46,389 --> 00:03:48,528 Everything is digital and organizations 98 00:03:48,538 --> 00:03:50,538 rely on these tools to meet the 99 00:03:50,550 --> 00:03:52,008 workforce's changing needs. 100 00:03:52,868 --> 00:03:54,919 The pandemic has completely changed this. 101 00:03:55,528 --> 00:03:57,538 For example, now people are working from 102 00:03:57,550 --> 00:03:59,819 home, hybrid remote, 103 00:03:59,879 --> 00:04:02,179 they need these technologies to keep up with the way 104 00:04:02,189 --> 00:04:04,258 work is happening right now. And that's why 105 00:04:04,270 --> 00:04:06,740 a unified digital workplace is very important. 106 00:04:06,788 --> 00:04:08,969 And a lot of organizations should 107 00:04:08,979 --> 00:04:11,080 really take into consideration providing 108 00:04:11,088 --> 00:04:13,288 a positive DEX because that is really 109 00:04:13,300 --> 00:04:15,379 critical to driving positive outcomes. 110 00:04:16,230 --> 00:04:18,319 According to Gartner, providing a positive 111 00:04:18,329 --> 00:04:20,778 outcome has a lot of different benefits. For 112 00:04:20,790 --> 00:04:23,189 example, it can boost productivity, 113 00:04:23,338 --> 00:04:24,689 help increase engagement, 114 00:04:25,048 --> 00:04:26,778 even accelerating new ways of working. 115 00:04:27,459 --> 00:04:29,470 So for example, if you are looking to 116 00:04:29,480 --> 00:04:31,769 implement new tools, new technologies 117 00:04:31,778 --> 00:04:32,850 and new workflows, 118 00:04:33,189 --> 00:04:35,189 you can use it um using, you know, 119 00:04:35,199 --> 00:04:37,319 a really positive decks to really drive those 120 00:04:37,329 --> 00:04:37,910 change. 121 00:04:38,778 --> 00:04:40,910 On the right hand side, there are some really powerful 122 00:04:40,920 --> 00:04:43,149 stats to help. Further emphasize the 123 00:04:43,160 --> 00:04:44,149 importance of decks. 124 00:04:44,759 --> 00:04:47,290 The ones that stands out for me is the 93% 125 00:04:47,298 --> 00:04:47,889 stat here. 126 00:04:48,750 --> 00:04:50,980 Forer says that 93% of employees 127 00:04:50,988 --> 00:04:52,988 with high employee experience score 128 00:04:53,000 --> 00:04:55,338 are likely to stay with their current employers 129 00:04:55,350 --> 00:04:57,528 compared to those who don't have 130 00:04:57,540 --> 00:04:59,480 a high employee experience score. 131 00:05:00,329 --> 00:05:02,379 Another stat that really jumps out here as well 132 00:05:02,389 --> 00:05:04,629 is at the very bottom. Uh One 133 00:05:04,639 --> 00:05:06,759 of Gartner's latest report released earlier 134 00:05:06,769 --> 00:05:08,720 this year about what workers want. 135 00:05:09,230 --> 00:05:11,379 The number one request from workers is 136 00:05:11,389 --> 00:05:13,309 that they want a positive experience. 137 00:05:13,769 --> 00:05:15,920 So these are just some of the glimpse of the stats 138 00:05:15,928 --> 00:05:17,988 that are really again showcasing 139 00:05:18,000 --> 00:05:20,540 the importance of decks and how organizations 140 00:05:20,548 --> 00:05:23,160 should really focus on providing a positive experience. 141 00:05:27,459 --> 00:05:29,920 Because Dex is critical, there are key challenges 142 00:05:29,928 --> 00:05:32,000 that many organizations in the market faces 143 00:05:32,009 --> 00:05:34,399 today. One of the first challenges 144 00:05:34,410 --> 00:05:36,579 here is that employees no longer want 145 00:05:36,588 --> 00:05:38,338 a generic internet experience, 146 00:05:38,879 --> 00:05:40,910 they want something that's more personalized, 147 00:05:40,920 --> 00:05:42,119 that's more tailored, 148 00:05:42,548 --> 00:05:44,619 right? That's more unique to their own specific 149 00:05:44,629 --> 00:05:47,178 needs and job roles and job responsibilities. 150 00:05:48,178 --> 00:05:50,500 The second key challenge here is that workers 151 00:05:50,509 --> 00:05:52,548 are flooded with way too many tools today. 152 00:05:53,048 --> 00:05:54,569 With productivity paradox, 153 00:05:54,869 --> 00:05:56,869 using numerous tools to be productive 154 00:05:56,879 --> 00:05:58,309 is doing more harm than good. 155 00:05:59,259 --> 00:06:01,869 But there's a really big bottom line impact 156 00:06:01,879 --> 00:06:04,108 a business impact of productivity 157 00:06:04,119 --> 00:06:06,319 paradox. For example, it's 158 00:06:06,329 --> 00:06:08,488 costing the world over $7 159 00:06:08,500 --> 00:06:10,129 trillion in lost productivity. 160 00:06:11,319 --> 00:06:13,369 I know my past lives working uh for different 161 00:06:13,379 --> 00:06:15,389 organizations, um you know, switching 162 00:06:15,399 --> 00:06:17,410 apps constantly throughout the day 163 00:06:17,420 --> 00:06:19,569 really kills uh the focus 164 00:06:19,579 --> 00:06:21,629 and it takes time and effort to really get back 165 00:06:21,639 --> 00:06:22,699 into the flow things 166 00:06:23,000 --> 00:06:25,189 and having too many tools can really create that digital 167 00:06:25,199 --> 00:06:27,358 friction. And 168 00:06:27,369 --> 00:06:29,660 lastly, one of the big problem is that organizations 169 00:06:29,670 --> 00:06:32,338 are facing is navigating today's work conditions 170 00:06:32,798 --> 00:06:34,869 with hybrid and remote work. It's never 171 00:06:34,879 --> 00:06:37,019 been harder for organizations to have a unified 172 00:06:37,028 --> 00:06:38,959 experience for all types of workers. 173 00:06:39,720 --> 00:06:41,879 Because of this specific challenge, there's 174 00:06:41,889 --> 00:06:43,600 a lot of investments being poured in 175 00:06:44,048 --> 00:06:46,108 Gardner says that 70% of 176 00:06:46,119 --> 00:06:48,238 new mobile investments over the next 3 177 00:06:48,250 --> 00:06:50,709 to 5 years will be for front line workers. 178 00:06:51,519 --> 00:06:53,730 This that is really encouraging because frontline 179 00:06:53,738 --> 00:06:56,689 workers are often overlooked in today's workforce. 180 00:06:56,699 --> 00:06:58,889 Well, so we'll go into uh the frontline workers 181 00:06:58,899 --> 00:07:01,048 a little bit more. But again, this was just a quick 182 00:07:01,059 --> 00:07:03,730 snapshot of the key market problems that organizations 183 00:07:03,738 --> 00:07:04,608 are facing today 184 00:07:08,920 --> 00:07:10,939 to address the key dex challenges that I just 185 00:07:10,949 --> 00:07:13,319 highlighted. It really starts with the internet. 186 00:07:13,519 --> 00:07:15,649 It's really the orchestration layer of deck, 187 00:07:16,470 --> 00:07:18,730 a well oiled internet brings together 188 00:07:18,738 --> 00:07:20,939 all the different things workers need for a unified 189 00:07:20,949 --> 00:07:23,000 experience from the different tools, 190 00:07:23,009 --> 00:07:25,088 resources and information across 191 00:07:25,100 --> 00:07:27,108 different applications into a central 192 00:07:27,119 --> 00:07:28,699 location, regardless of industry 193 00:07:29,649 --> 00:07:31,649 and internet is also a key mechanism that 194 00:07:31,660 --> 00:07:33,819 delivers a seamless and cohesive digital employee 195 00:07:33,829 --> 00:07:35,899 experience for different types of users 196 00:07:36,750 --> 00:07:38,939 which will go into a little bit more in depth. Shortly. 197 00:07:39,798 --> 00:07:41,910 Lastly, for any internet, there 198 00:07:41,920 --> 00:07:43,949 are three key internet users 199 00:07:44,048 --> 00:07:46,238 that need to be empowered as they are the ones 200 00:07:46,250 --> 00:07:48,250 who are responsible for building 201 00:07:48,259 --> 00:07:50,338 fostering and cultivating 202 00:07:50,428 --> 00:07:52,329 a digital employee experience for the workforce. 203 00:07:53,470 --> 00:07:55,588 The administrators are really the gatekeepers 204 00:07:55,600 --> 00:07:56,220 of decks. 205 00:07:56,480 --> 00:07:59,329 They're the ones who are behind the scenes, configuring, 206 00:07:59,600 --> 00:08:01,838 managing and setting up all all 207 00:08:01,850 --> 00:08:04,059 aspects of the digital workplace such 208 00:08:04,069 --> 00:08:05,100 as user permissions. 209 00:08:06,819 --> 00:08:09,209 The content managers. On the other hand, are responsible 210 00:08:09,220 --> 00:08:11,519 for the life cycle of content such 211 00:08:11,528 --> 00:08:13,660 as the curation, distribution 212 00:08:13,670 --> 00:08:14,449 of content. 213 00:08:15,750 --> 00:08:18,019 Lastly, content consumers are 214 00:08:18,028 --> 00:08:20,250 the folks who are interacting with the internet 215 00:08:20,259 --> 00:08:22,459 on a day to day basis, getting customer 216 00:08:22,470 --> 00:08:25,000 information, using it to find information, 217 00:08:25,009 --> 00:08:27,278 call leaks, like, you know, uh 218 00:08:27,290 --> 00:08:29,319 like myself, you know, trying to find brat's 219 00:08:29,329 --> 00:08:31,500 information just so we can collaborate more 220 00:08:31,759 --> 00:08:33,808 and having that better, better digital employee 221 00:08:33,820 --> 00:08:34,460 experience. 222 00:08:35,668 --> 00:08:36,538 Well, and I think 223 00:08:36,808 --> 00:08:39,317 the the thing with the content consumers 224 00:08:39,327 --> 00:08:41,558 is being the target audience. 225 00:08:41,567 --> 00:08:43,918 It really um it really 226 00:08:43,928 --> 00:08:46,320 is, is, is, is a very large 227 00:08:46,330 --> 00:08:48,340 um piece of the pie. When it comes down to the 228 00:08:48,349 --> 00:08:50,609 idea, they're, they're looking for information, 229 00:08:50,649 --> 00:08:53,178 they're contributing to discussions, they're 230 00:08:53,190 --> 00:08:55,219 um they're consuming blogs and, and, 231 00:08:55,229 --> 00:08:57,320 and information that's being disseminated down 232 00:08:57,330 --> 00:08:59,349 from uh the, the cor larger 233 00:08:59,359 --> 00:09:01,918 corporate body, but they're also able to contribute 234 00:09:01,928 --> 00:09:04,019 upwards and, and certainly 235 00:09:04,029 --> 00:09:06,038 depending on the uh the, 236 00:09:06,048 --> 00:09:08,288 the, the nature of the employer work um 237 00:09:08,298 --> 00:09:11,250 rolling in that digital experience, 238 00:09:11,259 --> 00:09:13,349 we often liken the idea of a digital 239 00:09:13,359 --> 00:09:15,849 workplace to uh the, the, the virtual 240 00:09:15,859 --> 00:09:17,979 representation of your office online, that sort 241 00:09:17,989 --> 00:09:20,389 of thing. And it's really designed in a lot of cases 242 00:09:20,399 --> 00:09:22,440 to um mimic uh some 243 00:09:22,450 --> 00:09:25,149 of those relationships that we see. So those consumers 244 00:09:25,158 --> 00:09:27,570 uh can really be a AAA key piece 245 00:09:27,580 --> 00:09:29,950 in, in, in terms of the some of the strategies 246 00:09:29,960 --> 00:09:31,509 we use within the digital workplace. 247 00:09:32,219 --> 00:09:34,619 Absolutely bret and content consumers 248 00:09:34,629 --> 00:09:36,678 could be content authors as well really 249 00:09:36,690 --> 00:09:38,750 joining in that conversation, contributing 250 00:09:38,759 --> 00:09:40,908 to their thoughts and sharing 251 00:09:40,918 --> 00:09:42,950 stories or sharing some ideas. 252 00:09:42,960 --> 00:09:45,009 So uh content consumers do play 253 00:09:45,019 --> 00:09:47,168 a huge role again, cultivating that digi 254 00:09:47,178 --> 00:09:49,168 employee experience for for the workforce, 255 00:09:52,099 --> 00:09:54,469 but empowering the internet users like the administrators, 256 00:09:54,479 --> 00:09:56,519 content managers and content consumers 257 00:09:56,529 --> 00:09:58,649 is only as good as having the capabilities to do. 258 00:09:58,658 --> 00:10:00,678 So. A unified internet 259 00:10:00,690 --> 00:10:03,450 platform should be equipped with specific standards 260 00:10:03,529 --> 00:10:06,229 that helps these users orchestrate that unified 261 00:10:06,239 --> 00:10:08,690 decks for both desk and frontline workers 262 00:10:09,519 --> 00:10:11,609 for administrators. They should be able to 263 00:10:11,619 --> 00:10:13,849 configure an internet that best reflects the look 264 00:10:13,859 --> 00:10:16,178 and feel of their brand and provide again 265 00:10:16,190 --> 00:10:18,340 that personalized experience for the different 266 00:10:18,349 --> 00:10:19,769 types of employees. 267 00:10:20,609 --> 00:10:23,000 Also for administrators, administrators, 268 00:10:23,009 --> 00:10:25,119 they should be able to manage and oversee 269 00:10:25,139 --> 00:10:27,379 the different types of experiences. So 270 00:10:27,389 --> 00:10:29,879 an internet platform should be flexible yet robust 271 00:10:30,759 --> 00:10:32,960 because frontline and desk workers have their own unique 272 00:10:32,969 --> 00:10:35,190 needs. Administrators should be seamlessly addressed 273 00:10:35,200 --> 00:10:36,808 them from one single location. 274 00:10:37,908 --> 00:10:39,918 Content managers need the breadth and 275 00:10:39,928 --> 00:10:42,369 depth to develop engaging content, 276 00:10:42,519 --> 00:10:44,580 but also the distribution of that content 277 00:10:44,590 --> 00:10:47,019 to the right audiences to maximize its impact. 278 00:10:48,440 --> 00:10:50,479 Nothing's more frustrating for a content manager than 279 00:10:50,489 --> 00:10:52,979 creating compelling content only to miss its mark. 280 00:10:52,989 --> 00:10:55,000 So it's imperative for content managers to have 281 00:10:55,009 --> 00:10:57,489 full visibility on how things are performing. 282 00:10:57,500 --> 00:11:00,070 So it can better optimize their content strategy. 283 00:11:01,158 --> 00:11:03,288 Content consumers should be able to access 284 00:11:03,298 --> 00:11:05,389 the content information that's relevant 285 00:11:05,399 --> 00:11:07,149 to them easily and seamlessly. 286 00:11:07,460 --> 00:11:09,590 They also need access to the people 287 00:11:09,599 --> 00:11:12,009 to collaborate whether it's on a desktop 288 00:11:12,019 --> 00:11:14,070 or a a mobile app. So they feel 289 00:11:14,080 --> 00:11:15,830 connected to the workforce. 290 00:11:16,759 --> 00:11:18,779 This is even more important for front line 291 00:11:18,788 --> 00:11:20,950 workers. As in their work environment, 292 00:11:20,960 --> 00:11:23,029 they don't have the luxury of time as 293 00:11:23,038 --> 00:11:25,509 they are often prohibited from using their devices 294 00:11:25,519 --> 00:11:27,570 on the manufacturing floor, for example, 295 00:11:27,580 --> 00:11:29,109 or interacting with customers. 296 00:11:29,989 --> 00:11:32,320 So they want information that's fast relevant 297 00:11:32,330 --> 00:11:33,580 and easy to access. 298 00:11:37,558 --> 00:11:39,820 But now that you have the idea of the different types of 299 00:11:39,830 --> 00:11:41,849 uh internet users and the capabilities to 300 00:11:41,859 --> 00:11:43,918 empower them. It's really important to 301 00:11:43,928 --> 00:11:46,080 address the needs of the different types of workers. 302 00:11:46,090 --> 00:11:47,710 Starting with the desk workers, 303 00:11:48,840 --> 00:11:51,250 the worker, the desk worker, the conditions 304 00:11:51,259 --> 00:11:52,619 is typically consistent. 305 00:11:52,960 --> 00:11:55,269 It's predictable and most have access 306 00:11:55,279 --> 00:11:57,340 to devices and tools that's accessible. 307 00:11:57,349 --> 00:11:59,440 24 7 typically supplied 308 00:11:59,450 --> 00:12:00,529 by the the company 309 00:12:01,500 --> 00:12:03,580 with the work work conditions in mind. 310 00:12:03,590 --> 00:12:05,668 There are specific needs that need to be met 311 00:12:05,678 --> 00:12:07,808 to improve the digital employee experience for 312 00:12:07,820 --> 00:12:08,609 desk workers. 313 00:12:09,408 --> 00:12:11,139 The first is corporate communications. 314 00:12:11,739 --> 00:12:14,019 Desk workers need to have relevant information 315 00:12:14,029 --> 00:12:16,139 that's easily discoverable and accessible. 316 00:12:16,149 --> 00:12:17,590 So they're not kept in the dark. 317 00:12:18,678 --> 00:12:20,798 Secondly, they need to be engaged, 318 00:12:20,808 --> 00:12:23,548 which can be done through interacting with content 319 00:12:23,558 --> 00:12:25,950 users, teams, resources, resource 320 00:12:25,960 --> 00:12:27,989 groups across different applications. 321 00:12:29,250 --> 00:12:30,820 And third for desk workers, 322 00:12:31,798 --> 00:12:34,489 they need the access to information, 323 00:12:34,500 --> 00:12:35,269 knowledge, 324 00:12:35,590 --> 00:12:37,849 right? What's important for, 325 00:12:37,859 --> 00:12:40,308 you know, uh sorry uh for, for knowledge, 326 00:12:40,320 --> 00:12:42,428 um Knowledge management plays 327 00:12:42,440 --> 00:12:44,788 a big part for desk workers. So imagine, 328 00:12:44,798 --> 00:12:46,928 you know, you have very specialized and skilled 329 00:12:46,940 --> 00:12:49,369 workers. How do you extract that information 330 00:12:49,379 --> 00:12:51,678 and make that widely available for desk workers 331 00:12:51,690 --> 00:12:53,928 to take and to really consume 332 00:12:53,940 --> 00:12:56,500 and provide that full um knowledge 333 00:12:56,509 --> 00:12:57,710 across the organization. 334 00:12:58,389 --> 00:13:00,460 And lastly, a big part of the responsibility is 335 00:13:00,469 --> 00:13:02,609 to collaborate, which they require dedicated 336 00:13:02,619 --> 00:13:04,678 spaces to work together, to 337 00:13:04,690 --> 00:13:06,658 create synergies and to get the job done. 338 00:13:07,690 --> 00:13:09,798 I think in, in, in this case here, 339 00:13:09,808 --> 00:13:12,379 these all really tie back to. 340 00:13:12,389 --> 00:13:14,418 Um you mentioned a couple of slides ago, the idea 341 00:13:14,428 --> 00:13:16,678 of digital friction and context shifting. And 342 00:13:16,840 --> 00:13:18,969 um certainly, if we look at things like corporate 343 00:13:18,979 --> 00:13:20,989 communications, where am I drawing that, 344 00:13:21,000 --> 00:13:23,058 that, that so we often use the phrase source 345 00:13:23,070 --> 00:13:25,239 of truth from where am I getting that source 346 00:13:25,250 --> 00:13:27,599 of truth for corporate information? Is it coming from 347 00:13:27,609 --> 00:13:29,639 AAA series of disparate apps which may 348 00:13:29,649 --> 00:13:31,759 or may not contain uh the proper 349 00:13:31,769 --> 00:13:34,038 source of truth? Or is it in fact, coming 350 00:13:34,104 --> 00:13:36,663 from corporate communications that are disseminated 351 00:13:36,673 --> 00:13:39,394 through a corporate communications strategy down 352 00:13:39,404 --> 00:13:41,793 the uh the the ladder uh within 353 00:13:41,803 --> 00:13:43,984 my digital workplace. Um looking 354 00:13:43,994 --> 00:13:46,085 at the idea of engagement, it's something 355 00:13:46,094 --> 00:13:48,494 where um we're trying to 356 00:13:48,504 --> 00:13:50,553 reduce that friction. But at the 357 00:13:50,565 --> 00:13:52,614 same time, give employees places 358 00:13:52,625 --> 00:13:54,673 to um collaborate on things like 359 00:13:54,683 --> 00:13:56,974 resource groups and, and, and, and contribute 360 00:13:56,984 --> 00:13:59,033 like-minded ideas that can also extend to 361 00:13:59,043 --> 00:14:01,058 collaboration, things like that. So 362 00:14:01,070 --> 00:14:03,080 what I love about a lot of the things that you're 363 00:14:03,090 --> 00:14:05,710 saying here with the idea of the best employees 364 00:14:05,719 --> 00:14:08,149 is, it's got that hand in hand benefit 365 00:14:08,158 --> 00:14:10,239 of reducing that digital friction 366 00:14:10,250 --> 00:14:12,379 as well. Because if we're aspiring to these 367 00:14:12,389 --> 00:14:14,389 goals. And if we're achieving these through a 368 00:14:14,399 --> 00:14:16,729 unified experience, then we're also 369 00:14:16,904 --> 00:14:19,644 reducing that digital friction. We're reducing that frustration 370 00:14:19,783 --> 00:14:21,825 and to knock on a little further to another 371 00:14:21,835 --> 00:14:24,254 point that you made earlier, we're also 372 00:14:24,264 --> 00:14:26,303 um creating a vehicle by which we can 373 00:14:26,413 --> 00:14:28,494 increase, increase. Pardon me, that employee 374 00:14:28,504 --> 00:14:31,024 satisfaction, that, that digital employee experience 375 00:14:31,033 --> 00:14:32,974 and look to retain that top talent. 376 00:14:33,739 --> 00:14:35,788 Absolutely. And digital friction mentioned 377 00:14:35,798 --> 00:14:38,609 in the previous slide of uh productivity paradox. 378 00:14:38,619 --> 00:14:41,349 Uh It's such a common issue that we're hearing from customers 379 00:14:41,359 --> 00:14:43,940 uh in all over the place. It's a, it's a common problem where 380 00:14:43,989 --> 00:14:46,129 you have too many tools. So how do you communicate, 381 00:14:46,139 --> 00:14:48,440 right? You have different types of channels which 382 00:14:48,450 --> 00:14:51,109 wants the right channel, which wants a source of truth. 383 00:14:51,119 --> 00:14:53,719 Um But improving the decks, you want to streamline 384 00:14:53,729 --> 00:14:55,769 that process really make it centralized for a lot 385 00:14:55,779 --> 00:14:56,849 of the desk workers here. 386 00:14:57,119 --> 00:14:59,469 Yeah, and definitely looking at the employee engagement. 387 00:14:59,479 --> 00:15:01,619 The other thing too that really came to light 388 00:15:01,629 --> 00:15:03,649 that II I saw a lot of over the um 389 00:15:03,658 --> 00:15:05,750 the the course of the last few years is 390 00:15:05,918 --> 00:15:08,090 uh employers with the idea, 391 00:15:08,099 --> 00:15:10,359 especially of a lot of the workforce moving 392 00:15:10,369 --> 00:15:12,928 towards either a hybridized or work from home model. 393 00:15:12,940 --> 00:15:14,918 Um They found it uh 394 00:15:15,428 --> 00:15:17,460 definitely was something they needed to look at 395 00:15:17,469 --> 00:15:19,908 in, in, in, in terms of drawing their employees 396 00:15:19,918 --> 00:15:21,928 in, like you mentioned the idea of feeling a sense of 397 00:15:21,940 --> 00:15:24,349 belonging with the um uh organization. 398 00:15:24,570 --> 00:15:26,609 So if we look at that employee engagement point and 399 00:15:26,619 --> 00:15:28,788 what really interests me is resource groups. We've got 400 00:15:28,798 --> 00:15:31,200 a number of organizations as customers right now 401 00:15:31,298 --> 00:15:33,700 that really uh take positive 402 00:15:33,710 --> 00:15:35,918 and, and, and empowering steps to 403 00:15:35,928 --> 00:15:38,298 surface areas where employees 404 00:15:38,308 --> 00:15:40,989 can work together uh within 405 00:15:41,038 --> 00:15:43,149 uh resource groups. And these, these can be 406 00:15:43,158 --> 00:15:45,359 not uh necessarily work focused, 407 00:15:45,369 --> 00:15:47,609 they can focus um basically on any 408 00:15:47,668 --> 00:15:49,812 um walk of life as far as 409 00:15:49,822 --> 00:15:51,980 the um uh as the commonalities 410 00:15:51,991 --> 00:15:54,201 that we're looking at go. But we see all sorts 411 00:15:54,211 --> 00:15:56,562 of different uh groups that are being surfaced. 412 00:15:56,572 --> 00:15:58,892 And the cool part about that is it becomes 413 00:15:58,900 --> 00:16:01,030 part of the organizational ethos. It's a way 414 00:16:01,041 --> 00:16:03,650 for an organization to say to their employees. 415 00:16:03,660 --> 00:16:05,850 Uh We're here, we care about diversity, 416 00:16:05,860 --> 00:16:07,892 equity inclusion, accessibility. 417 00:16:07,900 --> 00:16:09,910 We want to give you safe spaces, we 418 00:16:09,921 --> 00:16:11,932 want to give you places uh that you can 419 00:16:11,942 --> 00:16:14,053 collaborate and talk about these things 420 00:16:14,063 --> 00:16:16,663 uh and find other like minded individuals. 421 00:16:16,673 --> 00:16:18,972 And I think that's been such an interesting trend 422 00:16:18,984 --> 00:16:21,364 over the last little while seeing really the 423 00:16:21,374 --> 00:16:23,663 uh uh explosion if you will of 424 00:16:23,673 --> 00:16:25,744 uh employee resource groups and, and, and 425 00:16:25,754 --> 00:16:27,913 the ability of the organization, if you will 426 00:16:27,923 --> 00:16:29,962 to wear their heart on their sleeve a little bit and, 427 00:16:29,972 --> 00:16:32,173 and, and, and not just tick boxes and say, 428 00:16:32,183 --> 00:16:34,592 OK, here's our diversity policy or here's 429 00:16:34,604 --> 00:16:36,692 our, here's our corporate policy on such and such 430 00:16:36,702 --> 00:16:38,716 a thing, but actually being able 431 00:16:38,725 --> 00:16:41,075 to put that within the 432 00:16:41,085 --> 00:16:43,195 digital workplace and give those employees 433 00:16:43,205 --> 00:16:45,315 a sense of understanding of inclusion 434 00:16:45,325 --> 00:16:47,735 and of belonging. And again, we're really creating 435 00:16:47,745 --> 00:16:50,565 that, that knock on as far as allowing 436 00:16:50,575 --> 00:16:53,014 for that retention of talent. Uh People 437 00:16:53,025 --> 00:16:55,235 want to stay in an organization where 438 00:16:55,245 --> 00:16:57,655 they feel their beliefs are, are supported 439 00:16:57,666 --> 00:16:59,764 and reflected and, and, and they have other 440 00:16:59,775 --> 00:17:01,806 like-minded individuals and we've seen such a big 441 00:17:01,815 --> 00:17:02,535 trend in that. 442 00:17:03,019 --> 00:17:05,130 Absolutely. And, and with that trend, 443 00:17:05,140 --> 00:17:07,170 um it goes to the frontline workers because 444 00:17:07,180 --> 00:17:09,259 mentioned earlier in the presentation, 445 00:17:09,420 --> 00:17:11,529 they're often underserved, right? And 446 00:17:11,539 --> 00:17:13,608 with front line workers, um unlike 447 00:17:13,618 --> 00:17:15,689 desk workers, the conditions for 448 00:17:15,699 --> 00:17:17,719 front line workers are completely different and 449 00:17:17,729 --> 00:17:20,170 this requires completely different needs and requirements. 450 00:17:20,390 --> 00:17:22,969 Work. The work environment for frontline workers 451 00:17:22,979 --> 00:17:25,318 is typically dynamic, right? They 452 00:17:25,328 --> 00:17:27,390 uh don't have as much access 453 00:17:27,400 --> 00:17:29,640 to corporate devices and tools and resources 454 00:17:29,680 --> 00:17:31,739 and accessibility is infrequent and it 455 00:17:31,750 --> 00:17:34,180 requires frontline workers to pull information 456 00:17:34,630 --> 00:17:36,779 and because of its core conditions, they need 457 00:17:36,789 --> 00:17:39,160 specific set of technologies 458 00:17:39,170 --> 00:17:41,318 um and different requirements. So 459 00:17:41,328 --> 00:17:43,449 for example, the first is communications, 460 00:17:43,529 --> 00:17:45,739 frontline workers is often the primary 461 00:17:45,750 --> 00:17:47,759 motivator for organizations to roll out 462 00:17:47,769 --> 00:17:50,098 these types of solutions to ensure that employees 463 00:17:50,108 --> 00:17:52,420 are able to stay informed with personalized content 464 00:17:52,430 --> 00:17:53,180 and information 465 00:17:54,029 --> 00:17:55,160 or frontline workers. 466 00:17:55,799 --> 00:17:58,108 The second is to access the employee experience, 467 00:17:58,118 --> 00:18:00,150 application tools such as scheduling, time, 468 00:18:00,160 --> 00:18:02,309 tracking vacation and pay stubs 469 00:18:02,519 --> 00:18:04,529 all within a fingertips reach 470 00:18:05,529 --> 00:18:07,559 and lastly, uh with 471 00:18:07,568 --> 00:18:09,640 front line workers learning and having the ability 472 00:18:09,650 --> 00:18:11,868 to access information that helps with career 473 00:18:11,880 --> 00:18:13,699 progression and job training 474 00:18:14,479 --> 00:18:16,650 for frontline workers. This is a different 475 00:18:16,660 --> 00:18:18,769 type of challenge compared to desk workers, 476 00:18:18,779 --> 00:18:21,068 right? They're more task based oriented work 477 00:18:21,078 --> 00:18:23,150 is constantly shifting. So they really need 478 00:18:23,160 --> 00:18:25,890 quick and easy access to things like scheduling 479 00:18:25,900 --> 00:18:27,920 time off, understanding their benefits and 480 00:18:27,930 --> 00:18:30,269 compensation, even getting 481 00:18:30,279 --> 00:18:32,289 the important information um 482 00:18:32,299 --> 00:18:34,410 to do their jobs properly. So 483 00:18:34,420 --> 00:18:35,029 for example, 484 00:18:35,394 --> 00:18:37,655 um we have a large manufacturing company 485 00:18:37,665 --> 00:18:39,836 uh that we work with and they have many different 486 00:18:39,845 --> 00:18:41,964 sites and they have a traditional 487 00:18:41,974 --> 00:18:44,296 approach to frontline communications using 488 00:18:44,306 --> 00:18:46,464 things like bristle boards or, you 489 00:18:46,474 --> 00:18:48,755 know, printed papers in the, in the boardroom. 490 00:18:48,796 --> 00:18:51,076 So they're looking to uh you 491 00:18:51,086 --> 00:18:53,526 know, digitize their, the processes 492 00:18:53,536 --> 00:18:55,675 with modern technology and digital workplaces, 493 00:18:56,051 --> 00:18:58,092 they can provide that communications for front line 494 00:18:58,102 --> 00:19:00,971 workers so they can get, you know, important information 495 00:19:00,990 --> 00:19:03,442 like uh health uh safety procedures 496 00:19:03,451 --> 00:19:05,701 from hr as an example. So 497 00:19:05,780 --> 00:19:08,520 that's just one example of how frontline workers 498 00:19:08,530 --> 00:19:10,582 um you know, can uh utilize 499 00:19:10,592 --> 00:19:12,740 the technologies to improve their communications 500 00:19:12,750 --> 00:19:14,780 and get a better visibility and understanding 501 00:19:14,790 --> 00:19:16,362 within their organization. 502 00:19:16,858 --> 00:19:18,910 It's funny that you bring that up as an example. 503 00:19:19,189 --> 00:19:21,380 Um My background as you know, is 504 00:19:21,390 --> 00:19:23,618 in, in, in corporate security, I did corporate security 505 00:19:23,630 --> 00:19:25,640 for about 25 years. And one 506 00:19:25,650 --> 00:19:27,709 of the things that really resonates with me when it comes 507 00:19:27,719 --> 00:19:29,848 to this front line worker support is just that 508 00:19:29,858 --> 00:19:32,150 you mentioned it with the uh the customer example 509 00:19:32,160 --> 00:19:34,368 you cited um in, in the corporate 510 00:19:34,380 --> 00:19:36,489 security world, uh especially for front 511 00:19:36,500 --> 00:19:39,189 line employees. Quite often, the the latest policy 512 00:19:39,239 --> 00:19:41,689 um might be attached to a clipboard someplace 513 00:19:41,699 --> 00:19:43,769 it could be posted in a break room or whatever 514 00:19:43,779 --> 00:19:45,368 the case may be. Um 515 00:19:45,868 --> 00:19:47,920 using a tool like 516 00:19:47,930 --> 00:19:50,098 a digital workplace and digital employee 517 00:19:50,108 --> 00:19:52,430 experience and being able to present that in a mobile 518 00:19:52,439 --> 00:19:54,729 fashion is absolutely invaluable 519 00:19:54,739 --> 00:19:56,979 when you think about those types of front line workers, 520 00:19:56,989 --> 00:19:59,189 because this could be a policy that uh II 521 00:19:59,199 --> 00:20:01,420 I really got to thinking about this, especially 522 00:20:01,430 --> 00:20:03,449 in the pandemic. When we were starting to look at 523 00:20:03,479 --> 00:20:05,598 different access policies to property 524 00:20:05,608 --> 00:20:07,880 and how would I as a frontline worker know 525 00:20:07,890 --> 00:20:09,979 what the latest and greatest access policy 526 00:20:09,989 --> 00:20:12,430 is? Sure, maybe it's a shift briefing, maybe it's 527 00:20:12,439 --> 00:20:14,583 a a piece of paper on a wall, but quite 528 00:20:14,593 --> 00:20:16,752 often those resources are really hard to keep track 529 00:20:16,761 --> 00:20:18,952 of and they're even harder to update. So it 530 00:20:18,962 --> 00:20:21,291 really resonates with me, the idea that I can take 531 00:20:21,301 --> 00:20:23,892 this, put it on a device that the uh employee 532 00:20:23,902 --> 00:20:26,051 can access and thereby provide 533 00:20:26,061 --> 00:20:28,383 them with the information when they need it as opposed 534 00:20:28,392 --> 00:20:30,821 to them having to go look for it, I can really simplify 535 00:20:30,833 --> 00:20:32,972 that process and ensure not only that 536 00:20:32,982 --> 00:20:35,002 the employees are empowered, but in the case 537 00:20:35,011 --> 00:20:37,242 of something like corporate security, uh maybe 538 00:20:37,252 --> 00:20:39,311 frontline health care, things like that, that they're also 539 00:20:39,415 --> 00:20:41,806 safe out there. That's the other thing that really resonates 540 00:20:41,816 --> 00:20:44,026 with me is the idea that we're putting that knowledge 541 00:20:44,036 --> 00:20:46,255 in their hands. And again, it helps 542 00:20:46,265 --> 00:20:48,526 create that sense of um 543 00:20:48,536 --> 00:20:51,125 uh uh loyalty with the organization 544 00:20:51,134 --> 00:20:53,134 because uh I don't have 545 00:20:53,144 --> 00:20:55,515 that frustration, finding information. I do 546 00:20:55,526 --> 00:20:57,586 have that feeling my employer care cares 547 00:20:57,595 --> 00:21:00,046 because they're taking those efforts to get that information 548 00:21:00,056 --> 00:21:02,125 in my hands. So I really like that as 549 00:21:02,134 --> 00:21:04,566 an example, certainly uh with, with respect, 550 00:21:04,576 --> 00:21:06,125 especially to frontline employees. 551 00:21:07,219 --> 00:21:08,009 I'm so grateful. 552 00:21:09,199 --> 00:21:11,439 And what does this all really mean? What does unification 553 00:21:11,449 --> 00:21:12,739 means in this context? 554 00:21:13,180 --> 00:21:15,368 Well, in today's modern workforce, the digital employee 555 00:21:15,380 --> 00:21:18,049 experience for desk and frontline workers are often fragmented 556 00:21:18,199 --> 00:21:20,209 as we known. In the past 557 00:21:20,219 --> 00:21:22,500 few slides, working conditions are completely 558 00:21:22,509 --> 00:21:24,910 different which creates different needs and solutions 559 00:21:25,390 --> 00:21:26,140 in the market. 560 00:21:26,489 --> 00:21:28,680 There are typical solutions that 561 00:21:28,689 --> 00:21:30,729 you know, only cater to one type of worker and 562 00:21:30,739 --> 00:21:32,759 not the other, which creates an imbalance, 563 00:21:32,769 --> 00:21:34,529 which is why unification is key 564 00:21:34,789 --> 00:21:36,930 and this is where equal equal sits. We sit in the 565 00:21:36,939 --> 00:21:38,969 intersection between desk and front line 566 00:21:38,979 --> 00:21:39,618 workers. 567 00:21:40,170 --> 00:21:42,279 Vendors like to define unification 568 00:21:42,289 --> 00:21:44,509 in a way that best suits their specific offering 569 00:21:44,608 --> 00:21:46,759 typically sold in terms of equal 570 00:21:46,769 --> 00:21:47,618 inexperience. 571 00:21:48,229 --> 00:21:50,400 This would mean providing the same set of tools, 572 00:21:50,410 --> 00:21:52,838 information and experience to all users 573 00:21:52,848 --> 00:21:54,559 regardless of the way they work. 574 00:21:55,650 --> 00:21:57,660 Mobile, mobile mobile providers 575 00:21:57,670 --> 00:22:00,019 offer a simple app with content creation experience 576 00:22:00,029 --> 00:22:00,739 in the browser. 577 00:22:01,029 --> 00:22:03,529 This is a streamline experience for front line staff 578 00:22:03,539 --> 00:22:06,180 but typically leaves desk for employees underserved 579 00:22:06,848 --> 00:22:09,029 traditional internets on the other hand provide 580 00:22:09,039 --> 00:22:11,719 a robust browser experience with a minimal responsive 581 00:22:11,729 --> 00:22:14,219 app effective for desk employees. 582 00:22:14,229 --> 00:22:16,289 But cumbersome and complicated for front line 583 00:22:16,299 --> 00:22:18,608 staff companies have adopted 584 00:22:18,618 --> 00:22:20,818 this approach as it has been the only option 585 00:22:20,828 --> 00:22:22,848 available to them. Not because it 586 00:22:22,858 --> 00:22:25,150 is the right way to think about solving these complex 587 00:22:25,160 --> 00:22:27,380 problems. But igloo we approach 588 00:22:27,390 --> 00:22:29,670 unification a bit differently, it's 589 00:22:29,680 --> 00:22:31,709 equal into consideration and not 590 00:22:31,719 --> 00:22:32,598 in experience. 591 00:22:33,630 --> 00:22:35,759 This mean, this means that we provide 592 00:22:35,769 --> 00:22:37,910 different groups like front line and desk workers 593 00:22:37,920 --> 00:22:40,640 with the right set of information and tools 594 00:22:40,650 --> 00:22:42,739 they require to be successful in their specific 595 00:22:42,750 --> 00:22:43,318 roles. 596 00:22:43,759 --> 00:22:46,259 For frontline employees. This means 597 00:22:46,269 --> 00:22:48,479 a streamlined mobile app with the information 598 00:22:48,489 --> 00:22:50,680 and integrations, they require to perform 599 00:22:50,689 --> 00:22:52,930 their day to day tasks quickly and effectively 600 00:22:53,309 --> 00:22:55,390 for desk employees. This means 601 00:22:55,400 --> 00:22:57,479 a feature rich browser experience with 602 00:22:57,489 --> 00:22:59,559 the information and integrations they 603 00:22:59,568 --> 00:23:01,380 require to drive the business forward. 604 00:23:04,959 --> 00:23:07,199 But unification goes beyond just the frontline 605 00:23:07,209 --> 00:23:09,709 desk workers. It can also positively 606 00:23:09,719 --> 00:23:12,150 impact other types of workers within an organization. 607 00:23:12,900 --> 00:23:14,910 For example, you might have a combination 608 00:23:14,920 --> 00:23:17,068 of administrators, it workers, 609 00:23:17,078 --> 00:23:19,410 executives, hr and so on and 610 00:23:19,420 --> 00:23:21,430 they can all benefit from a unified ditch 611 00:23:21,439 --> 00:23:22,549 employee experience. 612 00:23:22,979 --> 00:23:25,118 For example, hr can empower 613 00:23:25,130 --> 00:23:27,239 workers to have a better work life balance 614 00:23:27,250 --> 00:23:29,150 and can can improve retention, 615 00:23:29,420 --> 00:23:31,588 which there's a business impact there, right? 616 00:23:31,598 --> 00:23:33,969 Reducing turnover uh reduces 617 00:23:33,979 --> 00:23:35,890 the cost associated with hiring. 618 00:23:36,568 --> 00:23:38,939 I know with uh one of our, our financial 619 00:23:38,949 --> 00:23:41,368 uh organizations that we work closely with. One 620 00:23:41,380 --> 00:23:43,400 of the problems that they have was how 621 00:23:43,410 --> 00:23:45,459 do we keep our employees engaged? So they 622 00:23:45,469 --> 00:23:47,719 utilize the internet to promote and execute 623 00:23:47,729 --> 00:23:50,029 town halls, for example, right? 624 00:23:50,039 --> 00:23:52,039 They create this cohesive experience 625 00:23:52,049 --> 00:23:54,459 where everyone can tune in, ask questions 626 00:23:54,479 --> 00:23:56,539 and really be part of something much 627 00:23:56,549 --> 00:23:58,969 bigger. And as a result, 628 00:23:59,130 --> 00:24:01,880 they have, you know, tremendous um positive 629 00:24:01,890 --> 00:24:04,259 feedback from, from the employees. Again, simple 630 00:24:04,269 --> 00:24:06,318 as just doing video recordings of 631 00:24:06,328 --> 00:24:08,539 town halls and sharing all the different success 632 00:24:08,549 --> 00:24:10,098 stories of possible organization 633 00:24:11,279 --> 00:24:13,709 for it. Uh It's a different story 634 00:24:14,108 --> 00:24:16,380 with an internet platform. They can minimize security 635 00:24:16,390 --> 00:24:18,630 and compliance risks that can harm a brand's 636 00:24:18,640 --> 00:24:19,949 reputation, integrity 637 00:24:20,750 --> 00:24:23,160 and for marketing at internal columns, for example, 638 00:24:23,170 --> 00:24:25,348 through compelling campaigns and content, 639 00:24:25,640 --> 00:24:27,799 they can create strong, a strong sense of belonging 640 00:24:27,809 --> 00:24:30,118 for the organization, especially those 641 00:24:30,130 --> 00:24:32,209 in remote working environments. So 642 00:24:32,219 --> 00:24:34,410 there is a lot of uh benefits with 643 00:24:34,420 --> 00:24:36,469 a unified digi employee experience, not just 644 00:24:36,479 --> 00:24:38,500 for desk and frontline workers, but really 645 00:24:38,509 --> 00:24:39,979 everyone within the organization. 646 00:24:41,209 --> 00:24:43,338 I think one of the key areas that um 647 00:24:43,348 --> 00:24:45,500 I've seen with a lot of our customers and, 648 00:24:45,509 --> 00:24:47,539 and certainly it's another uh trend that it 649 00:24:47,549 --> 00:24:49,900 really is on the increase in terms 650 00:24:49,910 --> 00:24:51,969 of that digital employee experience 651 00:24:51,979 --> 00:24:54,140 is a lot of our customers are really working. 652 00:24:54,150 --> 00:24:56,578 You mentioned the idea of hr uh and, 653 00:24:56,588 --> 00:24:58,640 and, and really providing that 654 00:24:58,880 --> 00:25:01,519 digital employee experience providing that familiarity 655 00:25:01,529 --> 00:25:04,068 that introduction to it as soon as possible 656 00:25:04,078 --> 00:25:06,118 within the employee life cycle, but also 657 00:25:06,130 --> 00:25:08,130 keeping it going throughout the employee 658 00:25:08,140 --> 00:25:10,529 life cycle. You touched on the idea of engagement 659 00:25:10,539 --> 00:25:12,848 and just keeping the, the employee engaged 660 00:25:12,858 --> 00:25:15,118 uh with that. But certainly we've seen a lot 661 00:25:15,130 --> 00:25:17,279 of organizations that are um baking 662 00:25:17,289 --> 00:25:19,848 this into the employee experience as soon as possible 663 00:25:19,858 --> 00:25:21,920 because they want the employees to know that it's 664 00:25:21,930 --> 00:25:23,930 there that, that they can establish this as 665 00:25:23,939 --> 00:25:26,150 the, as their source of truth, their go to 666 00:25:26,469 --> 00:25:28,489 um for the various things that they 667 00:25:28,500 --> 00:25:30,519 need for their jobs and that is really helping 668 00:25:30,529 --> 00:25:32,559 them uh in terms of how 669 00:25:32,568 --> 00:25:34,868 they perform further down the line. 670 00:25:34,880 --> 00:25:37,068 And you mentioned things like work life balance, career 671 00:25:37,078 --> 00:25:39,410 advancement, uh turnover reduction, 672 00:25:39,420 --> 00:25:41,430 there's all sorts of great benefits 673 00:25:41,439 --> 00:25:43,789 to be achieved. Um And they're 674 00:25:43,799 --> 00:25:45,910 achieved in, in in a more 675 00:25:45,920 --> 00:25:47,969 ready fashion simply by uh 676 00:25:48,229 --> 00:25:50,250 introducing employees to this as soon as 677 00:25:50,259 --> 00:25:52,348 possible in the employee life cycle and making 678 00:25:52,358 --> 00:25:53,489 it a part of their day to day. 679 00:25:55,489 --> 00:25:57,910 And with unification, there is a positive 680 00:25:57,920 --> 00:25:58,689 impact, 681 00:25:59,098 --> 00:26:01,358 providing the equal experience of unification 682 00:26:01,469 --> 00:26:03,709 can do wonders for organizations. 683 00:26:04,108 --> 00:26:06,380 Here are some stats from the A GC sector insights 684 00:26:06,390 --> 00:26:08,420 report just to show case some 685 00:26:08,430 --> 00:26:11,039 of, you know, the positivity and the outcomes 686 00:26:11,049 --> 00:26:13,328 uh by addressing some of the key challenges 687 00:26:13,338 --> 00:26:15,229 that we've talked about earlier. In this presentation. 688 00:26:15,660 --> 00:26:17,930 For example, 79% of employees 689 00:26:17,939 --> 00:26:20,108 who have adopted tech say that their work 690 00:26:20,118 --> 00:26:22,189 tools contribute positively to the work 691 00:26:22,199 --> 00:26:22,890 experience. 692 00:26:23,910 --> 00:26:26,029 Also, employees with new technology 693 00:26:26,039 --> 00:26:28,039 are twice likely to report that their 694 00:26:28,049 --> 00:26:30,279 work tools increase their connectedness 695 00:26:30,910 --> 00:26:33,000 and because employees feel connected and 696 00:26:33,009 --> 00:26:35,949 belong in this, in their company, they saw a 56% 697 00:26:35,959 --> 00:26:38,180 increase in overall job performance. 698 00:26:38,519 --> 00:26:40,739 They saw also saw a decrease in 699 00:26:40,750 --> 00:26:42,660 uh turnover risk by 50% 700 00:26:42,969 --> 00:26:45,118 and reduction in six 701 00:26:45,150 --> 00:26:47,420 reduction in in in sick days 702 00:26:47,430 --> 00:26:48,630 by 75%. 703 00:26:48,989 --> 00:26:51,180 So these are just again, some of the glimpses 704 00:26:51,189 --> 00:26:53,299 of some of the positive impacts that's been 705 00:26:53,309 --> 00:26:55,578 driven by providing a unified digit employee 706 00:26:55,588 --> 00:26:57,459 experience for all types of workers 707 00:27:01,618 --> 00:27:03,910 to recap. There's a lot to take away here. 708 00:27:03,930 --> 00:27:06,180 Um You know, first, the importance of 709 00:27:06,189 --> 00:27:08,529 decks uh which cannot be emphasized enough, 710 00:27:08,539 --> 00:27:10,789 right? It's the key component of any 711 00:27:10,799 --> 00:27:13,509 organization to drive positive outcomes. 712 00:27:13,630 --> 00:27:15,719 And it starts by identifying and solving the key 713 00:27:15,729 --> 00:27:17,680 challenges that are common throughout the market, 714 00:27:18,059 --> 00:27:20,390 whether it's addressing the multiple of tubes 715 00:27:20,400 --> 00:27:22,519 uh to a multitude of tools uh to 716 00:27:22,529 --> 00:27:24,660 minimize digi friction to delivering personalized 717 00:27:24,670 --> 00:27:27,009 experiences. Overcoming some of these challenges 718 00:27:27,019 --> 00:27:27,969 can play dividends 719 00:27:29,229 --> 00:27:31,818 to solve for dex challenges. It starts with the internet 720 00:27:32,000 --> 00:27:34,130 but not just any internet, a platform 721 00:27:34,140 --> 00:27:36,439 that has capabilities that can help unify 722 00:27:36,449 --> 00:27:38,779 the entire workforce. And to do this, 723 00:27:38,868 --> 00:27:41,219 you need to empower the three internet users, 724 00:27:41,229 --> 00:27:43,598 the administrators, the content managers 725 00:27:43,608 --> 00:27:45,608 and the content consumers, they're the 726 00:27:45,618 --> 00:27:47,759 ones who are orchestrating the digital employee 727 00:27:47,769 --> 00:27:49,259 experience for the workforce 728 00:27:50,250 --> 00:27:52,449 and unification. It's more than just bringing 729 00:27:52,459 --> 00:27:54,809 together your workforce. It's about giving 730 00:27:54,818 --> 00:27:56,930 them the right experience as 731 00:27:56,939 --> 00:27:58,989 you saw in the presentation desk and 732 00:27:59,000 --> 00:28:01,130 frontline workers have their own specific unique 733 00:28:01,140 --> 00:28:03,239 needs and it's important to give them 734 00:28:03,250 --> 00:28:05,279 their own tailored experiences so they can 735 00:28:05,289 --> 00:28:06,759 do their job at their best. 736 00:28:07,449 --> 00:28:09,469 And lastly, a unified experience can 737 00:28:09,479 --> 00:28:11,739 help desk and frontline workers to drive 738 00:28:11,750 --> 00:28:13,930 positive outcomes for organizations which 739 00:28:13,939 --> 00:28:15,979 can be uh advantageous for your 740 00:28:15,989 --> 00:28:16,799 organization. 741 00:28:20,229 --> 00:28:22,390 And as we wrap up, um thank you so much 742 00:28:22,400 --> 00:28:24,578 for, for joining this webinar. Uh We do have 743 00:28:24,588 --> 00:28:26,618 an upcoming live webinar as well. Uh It 744 00:28:26,630 --> 00:28:28,680 will be myself and our guest speaker, Forster 745 00:28:28,689 --> 00:28:31,239 Wave. Uh Sorry uh for her research 746 00:28:31,250 --> 00:28:33,328 on September 19th to learn about some 747 00:28:33,338 --> 00:28:35,618 of the dex trends that are powering today's workforce. 748 00:28:36,059 --> 00:28:38,209 We also have numerous uh resources 749 00:28:38,219 --> 00:28:40,608 available as well. Uh You can watch customer 750 00:28:40,618 --> 00:28:43,219 testimonials, learn from industry experts 751 00:28:43,229 --> 00:28:45,229 and gain insights and best practices about 752 00:28:45,239 --> 00:28:47,279 your digital workplace. And we also have 753 00:28:47,289 --> 00:28:49,449 customer stories and case studies as well. Um 754 00:28:49,459 --> 00:28:51,549 That can help uh you uh take 755 00:28:51,559 --> 00:28:53,689 your digital employee experience and really apply 756 00:28:53,699 --> 00:28:55,818 best practices. So you get the most out of uh your 757 00:28:55,828 --> 00:28:56,568 organization. 758 00:28:58,880 --> 00:29:00,939 Thanks Wang. And as you were mentioning 759 00:29:00,949 --> 00:29:03,209 some of those uh resources, I've just shared 760 00:29:03,219 --> 00:29:05,229 some links in the chat. So our folks will be able 761 00:29:05,239 --> 00:29:07,689 to uh see in the 762 00:29:07,699 --> 00:29:08,229 uh um 763 00:29:08,489 --> 00:29:09,170 uh 764 00:29:10,259 --> 00:29:12,689 in the environment here. Um 765 00:29:12,699 --> 00:29:14,430 Sorry, just one second. 766 00:29:15,118 --> 00:29:17,608 I'm gonna share a couple more 767 00:29:19,140 --> 00:29:19,949 and 768 00:29:21,170 --> 00:29:23,400 there we are. So I'm starting to share those now. 769 00:29:23,410 --> 00:29:25,420 But in the meantime, uh as I'm sharing 770 00:29:25,430 --> 00:29:27,519 these, let's just move to questions if we 771 00:29:27,529 --> 00:29:28,108 could 772 00:29:28,539 --> 00:29:30,598 and uh we do have a question 773 00:29:30,608 --> 00:29:32,640 here, uh that I'd like to ask. 774 00:29:32,650 --> 00:29:35,000 Uh and that is, uh how do you see, 775 00:29:35,009 --> 00:29:37,400 uh A I uh impacting 776 00:29:37,410 --> 00:29:39,719 the digital employee experience as we move forward? 777 00:29:40,469 --> 00:29:42,608 Yeah, this is a really good, good question. 778 00:29:42,618 --> 00:29:43,299 Um 779 00:29:43,729 --> 00:29:45,920 A I is a really hot topic right now. Um 780 00:29:45,930 --> 00:29:46,568 You know, 781 00:29:46,900 --> 00:29:48,969 when you turn on the news and then you go on any 782 00:29:48,979 --> 00:29:51,078 blogs, everyone's talking about A 783 00:29:51,088 --> 00:29:53,170 I and there is a place for A I in the 784 00:29:53,180 --> 00:29:55,239 digital workplace space. Uh For 785 00:29:55,250 --> 00:29:57,539 example, uh the content managers, 786 00:29:57,549 --> 00:29:59,559 um you know, they're the ones who are responsible for 787 00:29:59,568 --> 00:30:01,368 managing the life cycle of the content. 788 00:30:01,630 --> 00:30:03,675 Well A I plays a big part of that, right? 789 00:30:03,685 --> 00:30:06,445 They can help content managers generate 790 00:30:06,455 --> 00:30:08,505 uh content and images 791 00:30:08,515 --> 00:30:10,945 to really help jumpstart, you know, their content 792 00:30:10,955 --> 00:30:13,566 creation process, this saves time. 793 00:30:13,576 --> 00:30:15,925 Uh this minimizes digital friction. Um 794 00:30:15,935 --> 00:30:18,144 And this just helps content managers to 795 00:30:18,155 --> 00:30:20,234 produce quality content, but also 796 00:30:20,244 --> 00:30:21,945 also at a higher volume as well 797 00:30:22,255 --> 00:30:24,484 for content consumers A I and 798 00:30:24,494 --> 00:30:26,520 machine learning can be leveraged in many ways. 799 00:30:26,530 --> 00:30:28,530 Um For example, using A 800 00:30:28,540 --> 00:30:30,811 I and machine learning, you can service more relevant 801 00:30:30,821 --> 00:30:32,832 resources for them, right? Mentioned in the 802 00:30:32,842 --> 00:30:35,231 presentation um giving access 803 00:30:35,240 --> 00:30:37,451 to personalized information is very important 804 00:30:37,461 --> 00:30:39,490 for content consumers. Again, especially 805 00:30:39,500 --> 00:30:41,592 for front line workers and A I can really 806 00:30:41,602 --> 00:30:43,682 help with that personalization. Um not just 807 00:30:43,692 --> 00:30:45,811 for content consumers but everyone throughout 808 00:30:45,821 --> 00:30:47,030 uh the organization 809 00:30:48,078 --> 00:30:50,239 wonderful Thanks for that. Um Duan, 810 00:30:50,309 --> 00:30:52,328 another question if I may um 811 00:30:52,338 --> 00:30:54,459 in and this one's come in. Uh just 812 00:30:54,469 --> 00:30:56,598 now. Uh where, where do you see, where 813 00:30:56,608 --> 00:30:58,959 do you see decks digital employee experience? 814 00:30:58,969 --> 00:31:00,890 Where do you see that in the post COVID world 815 00:31:01,750 --> 00:31:03,809 COVID further amplified the importance 816 00:31:03,818 --> 00:31:06,199 of a digital workplace. Um digital 817 00:31:06,209 --> 00:31:08,250 workplaces aren't going anywhere and it's even 818 00:31:08,259 --> 00:31:10,519 more important than ever providing that 819 00:31:10,529 --> 00:31:12,989 unified experience for all types of workers. 820 00:31:13,299 --> 00:31:15,630 Organizations are still figuring out how 821 00:31:15,640 --> 00:31:17,680 to navigate post COVID world. 822 00:31:17,689 --> 00:31:20,380 There are organizations who are fully remote, 823 00:31:20,390 --> 00:31:23,130 uh some are in office, some are hybrid. 824 00:31:23,209 --> 00:31:25,269 Uh It's quite, you know, the difference 825 00:31:25,279 --> 00:31:27,549 around uh the market right now in terms of 826 00:31:27,559 --> 00:31:29,939 how organizations are working. Um 827 00:31:29,949 --> 00:31:31,969 So where I see, you know, deck kind of kind of 828 00:31:31,979 --> 00:31:33,989 changing is that um it's further 829 00:31:34,000 --> 00:31:36,068 amplified, it's further important 830 00:31:36,140 --> 00:31:38,259 and it's just to keep up 831 00:31:38,269 --> 00:31:40,380 with the way work happens, right? Because 832 00:31:40,390 --> 00:31:42,479 work is constantly changing and you need 833 00:31:42,489 --> 00:31:44,890 to provide that consistent di employee experience 834 00:31:44,900 --> 00:31:45,410 that 835 00:31:45,979 --> 00:31:48,029 uh available for everyone, regardless of 836 00:31:48,039 --> 00:31:50,170 what work may look like. For example, 837 00:31:50,180 --> 00:31:52,180 with, with a glue, um we are a fully 838 00:31:52,189 --> 00:31:54,348 remote company and we use 839 00:31:54,358 --> 00:31:56,588 it I which is our own uh digital 840 00:31:56,598 --> 00:31:57,769 workplace called inside the A G. 841 00:31:58,279 --> 00:32:00,469 And there's, you know, interactive 842 00:32:00,479 --> 00:32:02,650 ways of how we're using that to address 843 00:32:02,660 --> 00:32:05,368 some of the, you know, challenges of remote workers. 844 00:32:05,390 --> 00:32:07,785 Uh For example, our, our ceo might burrough, 845 00:32:07,795 --> 00:32:10,424 he does this video money messages. 846 00:32:10,434 --> 00:32:12,604 Um That's always great to see, you know, from, 847 00:32:12,614 --> 00:32:15,233 from Mike, his perspective of what's happening, 848 00:32:15,314 --> 00:32:17,364 uh you know, some updates, but it gives you 849 00:32:17,375 --> 00:32:19,505 that sense of belonging, right? Even if you're 850 00:32:19,515 --> 00:32:21,594 in a different country or, or different province, 851 00:32:21,604 --> 00:32:23,713 um having that sense of interaction really 852 00:32:23,723 --> 00:32:25,924 creates that connectedness across uh with, 853 00:32:25,934 --> 00:32:27,934 with the organizations and, and the, and the colleagues 854 00:32:27,943 --> 00:32:30,150 as well. Awesome, 855 00:32:30,160 --> 00:32:32,318 thanks Jung. Um Another questions come 856 00:32:32,328 --> 00:32:33,920 in. I, I really like this one. 857 00:32:34,269 --> 00:32:36,539 What's, what's the best way to measure 858 00:32:36,549 --> 00:32:39,000 the impact of your digital employee experience? 859 00:32:40,239 --> 00:32:42,578 Yeah, that's a really good question. Um Brad, 860 00:32:42,588 --> 00:32:44,598 you are the expert um when it comes to 861 00:32:44,608 --> 00:32:46,729 all things, insights and analytics, why 862 00:32:46,739 --> 00:32:48,769 don't you uh provide some 863 00:32:48,779 --> 00:32:50,709 uh some insightful uh takeaways? 864 00:32:50,989 --> 00:32:53,469 Sure. Um I'd love to, I think, 865 00:32:53,479 --> 00:32:55,729 I think first and foremost, um you know, 866 00:32:56,130 --> 00:32:58,449 one of the things that we have to consider is 867 00:32:58,539 --> 00:32:59,348 what 868 00:32:59,799 --> 00:33:01,930 tools do you have at your disposal to, 869 00:33:01,939 --> 00:33:03,949 to measure this? And what, what does success look 870 00:33:03,959 --> 00:33:06,170 like in terms of your digital employee 871 00:33:06,180 --> 00:33:08,670 experience, uh digital workplaces 872 00:33:08,680 --> 00:33:11,130 uh have onboard analytics 873 00:33:11,140 --> 00:33:13,229 tools. Uh They have means of extracting 874 00:33:13,239 --> 00:33:15,769 data that can show you engagement all sorts of 875 00:33:15,779 --> 00:33:17,848 uh all sorts of cool information that 876 00:33:17,858 --> 00:33:20,269 can really give you insight to how your audience 877 00:33:20,279 --> 00:33:22,400 is, is is perceiving content, how content 878 00:33:22,410 --> 00:33:24,509 is performing. Um even even 879 00:33:24,519 --> 00:33:26,525 things down like that reads and click rates 880 00:33:26,535 --> 00:33:29,184 and things like that. But we can also look at interactions 881 00:33:29,193 --> 00:33:31,443 with content, fun things like that. So 882 00:33:31,453 --> 00:33:33,674 just having an understanding for 883 00:33:33,684 --> 00:33:35,723 um you know, how many of your users 884 00:33:35,733 --> 00:33:37,884 are engaging with your digital workplace on 885 00:33:37,894 --> 00:33:40,285 a daily basis, but what they're doing 886 00:33:40,295 --> 00:33:42,324 and understanding what their behaviors 887 00:33:42,334 --> 00:33:44,795 look like, what they're um uh what 888 00:33:44,805 --> 00:33:47,184 they to the the total number of transactions 889 00:33:47,193 --> 00:33:49,525 they're creating within the digital workplace. Obviously, 890 00:33:49,535 --> 00:33:51,818 the more transactions that employees are creating 891 00:33:51,828 --> 00:33:54,160 generally, the more they're engaging with that digital 892 00:33:54,170 --> 00:33:56,250 strategy. But I think one of the other things that 893 00:33:56,259 --> 00:33:58,289 goes missed outside of kind 894 00:33:58,299 --> 00:34:00,719 of those reporting tools is asking 895 00:34:00,729 --> 00:34:03,019 your employees and, and and quite often 896 00:34:03,029 --> 00:34:05,150 this is something that uh um you 897 00:34:05,160 --> 00:34:07,358 know, we'll, we'll visit maybe as part of an annual 898 00:34:07,368 --> 00:34:09,648 business review or something like that. Uh or 899 00:34:09,659 --> 00:34:12,139 maybe we're looking to, to rebrand the digital 900 00:34:12,148 --> 00:34:14,360 uh environment, whatever the case may be. 901 00:34:14,369 --> 00:34:15,898 And we'll ask our employees, then 902 00:34:16,534 --> 00:34:18,974 I find a lot of organizations that have 903 00:34:18,985 --> 00:34:20,994 um a great deal of success or having 904 00:34:21,003 --> 00:34:23,083 a great deal of success in the digital employee 905 00:34:23,094 --> 00:34:25,144 experience realm are really looking 906 00:34:25,155 --> 00:34:27,204 at their employees and doing pulse checks much 907 00:34:27,215 --> 00:34:29,224 more frequently. And it doesn't have to be a daily thing 908 00:34:29,235 --> 00:34:31,465 or a weekly thing, but biweekly monthly, 909 00:34:31,474 --> 00:34:33,494 that sort of thing and just seeing how their 910 00:34:33,503 --> 00:34:36,313 employees are finding the overall experience, 911 00:34:36,324 --> 00:34:38,465 uh getting that feedback from 912 00:34:38,474 --> 00:34:40,744 those boots on the ground from those butts in the seats 913 00:34:40,773 --> 00:34:43,309 and under understanding what those folks are seeing, 914 00:34:43,320 --> 00:34:45,389 perceiving and would like to see 915 00:34:45,398 --> 00:34:47,469 as part of their digital employee experience 916 00:34:47,478 --> 00:34:49,610 that ties in very nicely with 917 00:34:49,619 --> 00:34:51,750 the data that you can extract from a digital 918 00:34:51,760 --> 00:34:53,889 workplace uh to really get a full 919 00:34:53,898 --> 00:34:55,929 picture of, of what your employees 920 00:34:55,938 --> 00:34:58,050 are uh seeing with their digital employee 921 00:34:58,059 --> 00:35:00,228 experience where you may be falling short, 922 00:35:00,239 --> 00:35:02,349 where you may be succeeding wildly or may 923 00:35:02,360 --> 00:35:04,769 where you may learn something that you completely 924 00:35:04,780 --> 00:35:06,813 had no idea about. Uh And II, 925 00:35:06,824 --> 00:35:08,844 I shared this example. I've 926 00:35:08,853 --> 00:35:10,853 shared it a couple of times. We had a customer 927 00:35:10,864 --> 00:35:12,974 a while back and they brought, they brought 928 00:35:12,985 --> 00:35:15,215 uh uh igloo digital workplace on as 929 00:35:15,224 --> 00:35:17,235 strictly as a knowledge base. It was a knowledge base and 930 00:35:17,244 --> 00:35:19,293 a communications vehicle and that was great. 931 00:35:19,304 --> 00:35:21,905 Um It, it worked really well for them. Their employees 932 00:35:21,914 --> 00:35:23,965 uh were establishing this as a single source 933 00:35:23,974 --> 00:35:26,063 of truth, but then they started to see 934 00:35:26,074 --> 00:35:28,324 some interesting statistics start 935 00:35:28,333 --> 00:35:30,503 to pop up and they talked to their employees 936 00:35:30,514 --> 00:35:31,833 a little bit and they found out that, 937 00:35:32,679 --> 00:35:34,929 huh, interestingly enough, our employees 938 00:35:34,938 --> 00:35:37,128 have a little bit of a social, uh, gambit 939 00:35:37,139 --> 00:35:39,260 going on. They, they, they like to interact with each 940 00:35:39,269 --> 00:35:41,750 other on a social, uh uh sort 941 00:35:41,760 --> 00:35:43,949 of behavior and they started to take 942 00:35:43,958 --> 00:35:45,989 those learnings and they set up some social centers 943 00:35:46,000 --> 00:35:48,269 and they set up some employee resource groups and those 944 00:35:48,280 --> 00:35:50,550 things took off and were wildly successful. So 945 00:35:50,668 --> 00:35:53,059 it's not just understanding 946 00:35:53,070 --> 00:35:55,289 what your purpose is and are 947 00:35:55,300 --> 00:35:57,340 you uh achieving that purpose, 948 00:35:57,349 --> 00:35:59,360 but also what could you aspire to what 949 00:35:59,369 --> 00:36:01,369 is the data telling you maybe about some of the things 950 00:36:01,378 --> 00:36:03,570 that you could do in the future uh that 951 00:36:03,579 --> 00:36:05,619 becomes very important and critical as well. So 952 00:36:05,628 --> 00:36:07,679 there's a lot of really, really good learnings again, 953 00:36:07,688 --> 00:36:10,059 from those on board, uh analytics 954 00:36:10,070 --> 00:36:12,070 that you can extract. Uh but also 955 00:36:12,079 --> 00:36:14,320 looking to things like um you 956 00:36:14,329 --> 00:36:16,418 know, pulling the individual employees or 957 00:36:16,429 --> 00:36:18,708 pulling groups of employees and seeing how they feel 958 00:36:18,719 --> 00:36:20,429 about that digital employee experience, 959 00:36:21,659 --> 00:36:23,969 you know, listening to employees feedback is, is critical 960 00:36:23,978 --> 00:36:26,139 uh especially for front line workers having 961 00:36:26,148 --> 00:36:28,179 that bidirectional communications between front 962 00:36:28,188 --> 00:36:30,228 line workers managers and really, you 963 00:36:30,239 --> 00:36:32,688 know, provide that open communications where employees 964 00:36:32,699 --> 00:36:35,079 that are empowered to provide feedback. 965 00:36:35,090 --> 00:36:37,340 Um because insights and national insights 966 00:36:37,349 --> 00:36:39,369 are, are really helpful for, for really 967 00:36:39,378 --> 00:36:41,469 any company to, you know, improve 968 00:36:41,478 --> 00:36:43,809 and optimize uh for better experience for everyone. 969 00:36:45,059 --> 00:36:47,610 Uh We had another question come in and uh this 970 00:36:47,619 --> 00:36:49,889 one as the uh the uh 971 00:36:49,898 --> 00:36:52,239 fellow who's managing all these wonderful 972 00:36:52,250 --> 00:36:54,489 stats. I'm I'm curious as well. Uh 973 00:36:54,500 --> 00:36:56,599 You talked about the frictionless 974 00:36:56,610 --> 00:36:58,829 digital experience. Do you have any statistics 975 00:36:58,840 --> 00:37:01,208 on engagement with the digital workplace for users 976 00:37:01,219 --> 00:37:03,409 with a single sign on versus 977 00:37:03,418 --> 00:37:04,929 users who have to log in? 978 00:37:05,829 --> 00:37:08,208 Yeah. So off the top of my head, I don't have the specific 979 00:37:08,219 --> 00:37:10,239 information. Um So we can, we're, 980 00:37:10,250 --> 00:37:12,739 you know, more than happy to follow up with very specific 981 00:37:12,769 --> 00:37:14,969 uh information and stats around that. 982 00:37:14,978 --> 00:37:17,039 Um We have a knowledgeable, you know, subject matter 983 00:37:17,050 --> 00:37:19,159 experts across our organization. So we'll definitely follow 984 00:37:19,168 --> 00:37:21,208 up with uh more, more details on that. 985 00:37:21,530 --> 00:37:23,648 Yeah, that's something that we can, I can definitely help 986 00:37:23,659 --> 00:37:25,760 with as well. So, um certainly, 987 00:37:25,769 --> 00:37:27,809 uh we don't have it uh immediately within 988 00:37:27,820 --> 00:37:29,898 our, our, our heads just now. But yeah, 989 00:37:29,909 --> 00:37:32,199 uh there, there are some stats we can provide 990 00:37:32,208 --> 00:37:33,019 there. Certainly. 991 00:37:33,369 --> 00:37:35,458 Um The next question comes in and 992 00:37:35,469 --> 00:37:37,550 uh looking at this one, they're asking if we 993 00:37:37,559 --> 00:37:39,539 have a framework to help um 994 00:37:40,438 --> 00:37:42,728 individuals identify or organizations 995 00:37:42,739 --> 00:37:45,070 identify areas where we might have digital friction. 996 00:37:45,320 --> 00:37:47,570 Um And I don't know if you describe 997 00:37:47,579 --> 00:37:49,648 it necessarily as a framework, but 998 00:37:49,659 --> 00:37:51,869 certainly it is something where we do 999 00:37:51,878 --> 00:37:53,918 have um some uh uh uh 1000 00:37:53,929 --> 00:37:56,010 AAA broad understanding of touch 1001 00:37:56,019 --> 00:37:58,188 points where we might see those digital 1002 00:37:58,199 --> 00:38:00,708 friction areas. So it can be things like uh anything 1003 00:38:00,719 --> 00:38:03,360 from like Payroll administration. Uh looking 1004 00:38:03,369 --> 00:38:05,744 at uh a lot of that R and time off systems 1005 00:38:05,753 --> 00:38:08,003 expense approvals, things like that. We've 1006 00:38:08,014 --> 00:38:10,074 got a lot of information on that and where we 1007 00:38:10,083 --> 00:38:12,485 can look at some of those digital friction points. So, 1008 00:38:12,494 --> 00:38:14,514 um certainly, if you've got further questions in 1009 00:38:14,523 --> 00:38:16,864 that vein, uh you can certainly reach out 1010 00:38:16,875 --> 00:38:19,284 uh via our, our website and 1011 00:38:19,293 --> 00:38:21,445 uh we would be happy to uh to have a broader 1012 00:38:21,454 --> 00:38:23,164 discussion with you on that. 1013 00:38:25,280 --> 00:38:27,119 And then lastly, 1014 00:38:27,389 --> 00:38:29,409 um does igloo have A 1015 00:38:29,418 --> 00:38:31,849 I capabilities to help generate content? 1016 00:38:33,110 --> 00:38:35,360 Yeah. So right now we are exploring the idea 1017 00:38:35,369 --> 00:38:37,378 of, of of A I. Um And really 1018 00:38:37,389 --> 00:38:39,398 seeing, for example, how do we leverage 1019 00:38:39,409 --> 00:38:41,409 A I uh for content 1020 00:38:41,418 --> 00:38:43,668 managers, content consumers. Um just 1021 00:38:43,679 --> 00:38:45,760 because we do know the importance of having A 1022 00:38:45,769 --> 00:38:48,000 I within any tech, tech uh tech 1023 00:38:48,010 --> 00:38:50,119 applications. Um We hear 1024 00:38:50,128 --> 00:38:52,429 from our customers that one of the ways they want to leverage 1025 00:38:52,438 --> 00:38:54,469 A I is through generative content 1026 00:38:54,478 --> 00:38:56,728 uh sorry, generative A I really helping 1027 00:38:56,739 --> 00:38:59,409 content managers come up with content 1028 00:38:59,418 --> 00:39:01,469 or images to help jump start the 1029 00:39:01,478 --> 00:39:03,708 process on creating campaigns 1030 00:39:03,719 --> 00:39:05,760 uh to really engage uh all the different types 1031 00:39:05,769 --> 00:39:07,820 of workers. Um So in 1032 00:39:07,829 --> 00:39:09,889 terms of, of igloo, we are looking 1033 00:39:09,898 --> 00:39:12,260 into to A I, it is so of interest 1034 00:39:12,269 --> 00:39:14,539 for us and I'm sure a lot of other software 1035 00:39:14,550 --> 00:39:17,039 companies um but it is a very hot topic. 1036 00:39:17,050 --> 00:39:19,269 Um And I encourage you to sign up for 1037 00:39:19,280 --> 00:39:21,699 our upcoming webinar uh with, for a research. 1038 00:39:21,708 --> 00:39:23,978 We are actually going to talk more about 1039 00:39:23,989 --> 00:39:26,179 uh A I within the context of digital 1040 00:39:26,188 --> 00:39:28,378 workplace where it is a hot trend. 1041 00:39:28,389 --> 00:39:30,579 Uh not just for all tech companies 1042 00:39:30,590 --> 00:39:32,659 or, or all places, but especially in the digital 1043 00:39:32,668 --> 00:39:33,360 workplace realm. 1044 00:39:34,628 --> 00:39:35,728 Wonderful, thanks for that. 1045 00:39:36,458 --> 00:39:38,519 Um It looks like we've come to the 1046 00:39:38,530 --> 00:39:40,539 end of our Q and A. I'll just give another 1047 00:39:40,550 --> 00:39:42,659 second to see if anyone else has got any 1048 00:39:42,668 --> 00:39:44,849 uh questions. Uh But in the meantime, 1049 00:39:44,860 --> 00:39:47,438 dwang, I'd like to thank you uh for this presentation. 1050 00:39:47,449 --> 00:39:49,599 It was uh great to chat with you a little bit about 1051 00:39:49,610 --> 00:39:51,619 this and certainly you uh dropped a lot of 1052 00:39:51,628 --> 00:39:53,648 knowledge on us as far as things go. So, thanks 1053 00:39:53,659 --> 00:39:55,530 very much for that. And uh 1054 00:39:56,059 --> 00:39:58,398 yeah, just monitoring the Q and A here. 1055 00:40:00,099 --> 00:40:02,320 I think we're just 1056 00:40:02,329 --> 00:40:04,648 about done. I think that brings us to the end. So, 1057 00:40:04,659 --> 00:40:06,849 um I would like to thank everyone for attending. 1058 00:40:06,918 --> 00:40:08,989 Uh Just a reminder this recording will be 1059 00:40:09,000 --> 00:40:11,070 made available on Igloo's website. So you'll 1060 00:40:11,079 --> 00:40:13,208 be able to find that under the uh 1061 00:40:13,219 --> 00:40:15,369 the webinars link that I shared a little bit earlier, 1062 00:40:15,378 --> 00:40:17,668 it's gonna be made available there. Uh And 1063 00:40:17,679 --> 00:40:19,949 again, once again, a reminder uh to 1064 00:40:19,958 --> 00:40:21,978 you folks uh that we do have another webinar 1065 00:40:21,989 --> 00:40:23,849 coming up in September remind me of the day, 1066 00:40:24,224 --> 00:40:26,405 September 19th, September 1067 00:40:26,414 --> 00:40:29,023 19th. Thanks very much and you'll be able to find information 1068 00:40:29,074 --> 00:40:31,503 uh to register for that. Uh not only on our website 1069 00:40:31,514 --> 00:40:33,574 but on our social channels as we start to promote 1070 00:40:33,583 --> 00:40:34,724 that as well. Uh 1071 00:40:35,003 --> 00:40:37,175 Thanks very much once again and uh for 1072 00:40:37,184 --> 00:40:39,273 everyone in attendance. Thank you for attending. Thank you for 1073 00:40:39,284 --> 00:40:41,284 your questions. Like to wish you the uh 1074 00:40:41,293 --> 00:40:43,625 the best of the week and uh we'll hopefully 1075 00:40:43,635 --> 00:40:45,813 talk to you in the future. Take care. Thanks, 1076 00:40:45,824 --> 00:40:46,735 Brad. Thanks everyone.