OK. And that's us. We're a couple of minutes
past the hour as promised. So I would
like to welcome you officially into
our webinar today and say good morning, good
afternoon, good evening, wherever you happen to be in the
world, my name is Brad Rook and
I am the senior customer advocacy manager
at Igloo software. I'm very pleased to welcome
you today to our webinar, a winning digital employee
experience unification. Uh Before
we get into the webinar content itself and
meet our Panelist. Uh I'd like to go over just a couple
of house housekeeping items.
Pardon me? Just back from vacation and words
are still hard. Uh What we're looking
at for starters is uh we do have a Q
and A link on your bottom zoom ribbon. And
if you do have questions for our panelists, we love
if you could ask those questions,
we like to retain our questions. Sometimes
our questions do require something of a broader
answers. We may look to get back to you at a point
in time. Uh Having those registered
within the, the archives of the uh
the the webinar here is ideal
for us to be able to do that. So again, uh you
can use the and a link on
the uh the lower zoom ribbon within your your
viewing experience here.
Uh Second thing is that
uh you do not have video or chat enabled
as uh a a attendees only myself
and uh our, our fellow panelists do.
So, uh just uh you, you won't
see that experience. Uh So again, just
please use the Q and A link uh to ask any
questions that you might have. Um
Speaking of panelists, uh we
initially were to have two panelists, our Chief Market
Officer, uh Chris Bondi uh sends
his regrets, he is unable to join us. Uh So
we are forging ahead with a uh wonderful
Panelist uh by the name of Du Tran.
Uh Dung is Igloo's senior product
marketing manager. He's a individual.
I've had a, a great amount of uh uh experience
working with and uh he's very knowledgeable
in this space. So I'd like to say first
and foremost, welcome.
Hi, everyone. And thanks for the introduction, Brad.
Um Very excited today to talk about
all things uh ditch employee experience and unification.
Uh We'll be covering numerous of different types of
topics throughout this webinar. And
uh if you have any questions again, uh please see them
uh for the uh end of the, the webinar which
will um your best to, to answer
the questions you may have.
But to get things started,
I do want to paint a picture of, of who Igloo
is and you know, things that you should know about
uh Igloo software.
So we've been around for over 15 years.
And in that time, we have helped numerous organizations
of various sizes and industries
deliver an impactful digi employee experience
to over millions of users in over 19 countries.
Our track record goes beyond just serving our happy
customers, which you see some of them here.
We have been recognized from leading analyst firms
for our approach on digital employee experience
and our stance on unification.
We fully understand the challenges organizations
like yours are going through today.
The work landscape has completely shifted
since the pandemic and it's more demanding
and dynamic than ever before.
That's why the importance of unification has never been
imperative
and that's what keeps a glue going to
evolve with work, to adapt with our customers
and to serve you better than anyone in our space.
Not that you have an understanding of, of ACLU
let's shift gears a bit and talk about the digital
employee experience
uh or decks. Uh as you see here,
force has a really good definition of decks,
right? It's not a single tool or strategy.
It's the employee's perception of the technology
they use for work and the relationship
with their employers.
For example,
if all your tools work flawlessly and
makes your job easier and better, you have a positive
relationship with your employers and vice versa.
And this is why DEX is important today's day and age.
Everything is digital and organizations
rely on these tools to meet the
workforce's changing needs.
The pandemic has completely changed this.
For example, now people are working from
home, hybrid remote,
they need these technologies to keep up with the way
work is happening right now. And that's why
a unified digital workplace is very important.
And a lot of organizations should
really take into consideration providing
a positive DEX because that is really
critical to driving positive outcomes.
According to Gartner, providing a positive
outcome has a lot of different benefits. For
example, it can boost productivity,
help increase engagement,
even accelerating new ways of working.
So for example, if you are looking to
implement new tools, new technologies
and new workflows,
you can use it um using, you know,
a really positive decks to really drive those
change.
On the right hand side, there are some really powerful
stats to help. Further emphasize the
importance of decks.
The ones that stands out for me is the 93%
stat here.
Forer says that 93% of employees
with high employee experience score
are likely to stay with their current employers
compared to those who don't have
a high employee experience score.
Another stat that really jumps out here as well
is at the very bottom. Uh One
of Gartner's latest report released earlier
this year about what workers want.
The number one request from workers is
that they want a positive experience.
So these are just some of the glimpse of the stats
that are really again showcasing
the importance of decks and how organizations
should really focus on providing a positive experience.
Because Dex is critical, there are key challenges
that many organizations in the market faces
today. One of the first challenges
here is that employees no longer want
a generic internet experience,
they want something that's more personalized,
that's more tailored,
right? That's more unique to their own specific
needs and job roles and job responsibilities.
The second key challenge here is that workers
are flooded with way too many tools today.
With productivity paradox,
using numerous tools to be productive
is doing more harm than good.
But there's a really big bottom line impact
a business impact of productivity
paradox. For example, it's
costing the world over $7
trillion in lost productivity.
I know my past lives working uh for different
organizations, um you know, switching
apps constantly throughout the day
really kills uh the focus
and it takes time and effort to really get back
into the flow things
and having too many tools can really create that digital
friction. And
lastly, one of the big problem is that organizations
are facing is navigating today's work conditions
with hybrid and remote work. It's never
been harder for organizations to have a unified
experience for all types of workers.
Because of this specific challenge, there's
a lot of investments being poured in
Gardner says that 70% of
new mobile investments over the next 3
to 5 years will be for front line workers.
This that is really encouraging because frontline
workers are often overlooked in today's workforce.
Well, so we'll go into uh the frontline workers
a little bit more. But again, this was just a quick
snapshot of the key market problems that organizations
are facing today
to address the key dex challenges that I just
highlighted. It really starts with the internet.
It's really the orchestration layer of deck,
a well oiled internet brings together
all the different things workers need for a unified
experience from the different tools,
resources and information across
different applications into a central
location, regardless of industry
and internet is also a key mechanism that
delivers a seamless and cohesive digital employee
experience for different types of users
which will go into a little bit more in depth. Shortly.
Lastly, for any internet, there
are three key internet users
that need to be empowered as they are the ones
who are responsible for building
fostering and cultivating
a digital employee experience for the workforce.
The administrators are really the gatekeepers
of decks.
They're the ones who are behind the scenes, configuring,
managing and setting up all all
aspects of the digital workplace such
as user permissions.
The content managers. On the other hand, are responsible
for the life cycle of content such
as the curation, distribution
of content.
Lastly, content consumers are
the folks who are interacting with the internet
on a day to day basis, getting customer
information, using it to find information,
call leaks, like, you know, uh
like myself, you know, trying to find brat's
information just so we can collaborate more
and having that better, better digital employee
experience.
Well, and I think
the the thing with the content consumers
is being the target audience.
It really um it really
is, is, is, is a very large
um piece of the pie. When it comes down to the
idea, they're, they're looking for information,
they're contributing to discussions, they're
um they're consuming blogs and, and,
and information that's being disseminated down
from uh the, the cor larger
corporate body, but they're also able to contribute
upwards and, and certainly
depending on the uh the,
the, the nature of the employer work um
rolling in that digital experience,
we often liken the idea of a digital
workplace to uh the, the, the virtual
representation of your office online, that sort
of thing. And it's really designed in a lot of cases
to um mimic uh some
of those relationships that we see. So those consumers
uh can really be a AAA key piece
in, in, in terms of the some of the strategies
we use within the digital workplace.
Absolutely bret and content consumers
could be content authors as well really
joining in that conversation, contributing
to their thoughts and sharing
stories or sharing some ideas.
So uh content consumers do play
a huge role again, cultivating that digi
employee experience for for the workforce,
but empowering the internet users like the administrators,
content managers and content consumers
is only as good as having the capabilities to do.
So. A unified internet
platform should be equipped with specific standards
that helps these users orchestrate that unified
decks for both desk and frontline workers
for administrators. They should be able to
configure an internet that best reflects the look
and feel of their brand and provide again
that personalized experience for the different
types of employees.
Also for administrators, administrators,
they should be able to manage and oversee
the different types of experiences. So
an internet platform should be flexible yet robust
because frontline and desk workers have their own unique
needs. Administrators should be seamlessly addressed
them from one single location.
Content managers need the breadth and
depth to develop engaging content,
but also the distribution of that content
to the right audiences to maximize its impact.
Nothing's more frustrating for a content manager than
creating compelling content only to miss its mark.
So it's imperative for content managers to have
full visibility on how things are performing.
So it can better optimize their content strategy.
Content consumers should be able to access
the content information that's relevant
to them easily and seamlessly.
They also need access to the people
to collaborate whether it's on a desktop
or a a mobile app. So they feel
connected to the workforce.
This is even more important for front line
workers. As in their work environment,
they don't have the luxury of time as
they are often prohibited from using their devices
on the manufacturing floor, for example,
or interacting with customers.
So they want information that's fast relevant
and easy to access.
But now that you have the idea of the different types of
uh internet users and the capabilities to
empower them. It's really important to
address the needs of the different types of workers.
Starting with the desk workers,
the worker, the desk worker, the conditions
is typically consistent.
It's predictable and most have access
to devices and tools that's accessible.
24 7 typically supplied
by the the company
with the work work conditions in mind.
There are specific needs that need to be met
to improve the digital employee experience for
desk workers.
The first is corporate communications.
Desk workers need to have relevant information
that's easily discoverable and accessible.
So they're not kept in the dark.
Secondly, they need to be engaged,
which can be done through interacting with content
users, teams, resources, resource
groups across different applications.
And third for desk workers,
they need the access to information,
knowledge,
right? What's important for,
you know, uh sorry uh for, for knowledge,
um Knowledge management plays
a big part for desk workers. So imagine,
you know, you have very specialized and skilled
workers. How do you extract that information
and make that widely available for desk workers
to take and to really consume
and provide that full um knowledge
across the organization.
And lastly, a big part of the responsibility is
to collaborate, which they require dedicated
spaces to work together, to
create synergies and to get the job done.
I think in, in, in this case here,
these all really tie back to.
Um you mentioned a couple of slides ago, the idea
of digital friction and context shifting. And
um certainly, if we look at things like corporate
communications, where am I drawing that,
that, that so we often use the phrase source
of truth from where am I getting that source
of truth for corporate information? Is it coming from
AAA series of disparate apps which may
or may not contain uh the proper
source of truth? Or is it in fact, coming
from corporate communications that are disseminated
through a corporate communications strategy down
the uh the the ladder uh within
my digital workplace. Um looking
at the idea of engagement, it's something
where um we're trying to
reduce that friction. But at the
same time, give employees places
to um collaborate on things like
resource groups and, and, and, and contribute
like-minded ideas that can also extend to
collaboration, things like that. So
what I love about a lot of the things that you're
saying here with the idea of the best employees
is, it's got that hand in hand benefit
of reducing that digital friction
as well. Because if we're aspiring to these
goals. And if we're achieving these through a
unified experience, then we're also
reducing that digital friction. We're reducing that frustration
and to knock on a little further to another
point that you made earlier, we're also
um creating a vehicle by which we can
increase, increase. Pardon me, that employee
satisfaction, that, that digital employee experience
and look to retain that top talent.
Absolutely. And digital friction mentioned
in the previous slide of uh productivity paradox.
Uh It's such a common issue that we're hearing from customers
uh in all over the place. It's a, it's a common problem where
you have too many tools. So how do you communicate,
right? You have different types of channels which
wants the right channel, which wants a source of truth.
Um But improving the decks, you want to streamline
that process really make it centralized for a lot
of the desk workers here.
Yeah, and definitely looking at the employee engagement.
The other thing too that really came to light
that II I saw a lot of over the um
the the course of the last few years is
uh employers with the idea,
especially of a lot of the workforce moving
towards either a hybridized or work from home model.
Um They found it uh
definitely was something they needed to look at
in, in, in, in terms of drawing their employees
in, like you mentioned the idea of feeling a sense of
belonging with the um uh organization.
So if we look at that employee engagement point and
what really interests me is resource groups. We've got
a number of organizations as customers right now
that really uh take positive
and, and, and empowering steps to
surface areas where employees
can work together uh within
uh resource groups. And these, these can be
not uh necessarily work focused,
they can focus um basically on any
um walk of life as far as
the um uh as the commonalities
that we're looking at go. But we see all sorts
of different uh groups that are being surfaced.
And the cool part about that is it becomes
part of the organizational ethos. It's a way
for an organization to say to their employees.
Uh We're here, we care about diversity,
equity inclusion, accessibility.
We want to give you safe spaces, we
want to give you places uh that you can
collaborate and talk about these things
uh and find other like minded individuals.
And I think that's been such an interesting trend
over the last little while seeing really the
uh uh explosion if you will of
uh employee resource groups and, and, and
the ability of the organization, if you will
to wear their heart on their sleeve a little bit and,
and, and, and not just tick boxes and say,
OK, here's our diversity policy or here's
our, here's our corporate policy on such and such
a thing, but actually being able
to put that within the
digital workplace and give those employees
a sense of understanding of inclusion
and of belonging. And again, we're really creating
that, that knock on as far as allowing
for that retention of talent. Uh People
want to stay in an organization where
they feel their beliefs are, are supported
and reflected and, and, and they have other
like-minded individuals and we've seen such a big
trend in that.
Absolutely. And, and with that trend,
um it goes to the frontline workers because
mentioned earlier in the presentation,
they're often underserved, right? And
with front line workers, um unlike
desk workers, the conditions for
front line workers are completely different and
this requires completely different needs and requirements.
Work. The work environment for frontline workers
is typically dynamic, right? They
uh don't have as much access
to corporate devices and tools and resources
and accessibility is infrequent and it
requires frontline workers to pull information
and because of its core conditions, they need
specific set of technologies
um and different requirements. So
for example, the first is communications,
frontline workers is often the primary
motivator for organizations to roll out
these types of solutions to ensure that employees
are able to stay informed with personalized content
and information
or frontline workers.
The second is to access the employee experience,
application tools such as scheduling, time,
tracking vacation and pay stubs
all within a fingertips reach
and lastly, uh with
front line workers learning and having the ability
to access information that helps with career
progression and job training
for frontline workers. This is a different
type of challenge compared to desk workers,
right? They're more task based oriented work
is constantly shifting. So they really need
quick and easy access to things like scheduling
time off, understanding their benefits and
compensation, even getting
the important information um
to do their jobs properly. So
for example,
um we have a large manufacturing company
uh that we work with and they have many different
sites and they have a traditional
approach to frontline communications using
things like bristle boards or, you
know, printed papers in the, in the boardroom.
So they're looking to uh you
know, digitize their, the processes
with modern technology and digital workplaces,
they can provide that communications for front line
workers so they can get, you know, important information
like uh health uh safety procedures
from hr as an example. So
that's just one example of how frontline workers
um you know, can uh utilize
the technologies to improve their communications
and get a better visibility and understanding
within their organization.
It's funny that you bring that up as an example.
Um My background as you know, is
in, in, in corporate security, I did corporate security
for about 25 years. And one
of the things that really resonates with me when it comes
to this front line worker support is just that
you mentioned it with the uh the customer example
you cited um in, in the corporate
security world, uh especially for front
line employees. Quite often, the the latest policy
um might be attached to a clipboard someplace
it could be posted in a break room or whatever
the case may be. Um
using a tool like
a digital workplace and digital employee
experience and being able to present that in a mobile
fashion is absolutely invaluable
when you think about those types of front line workers,
because this could be a policy that uh II
I really got to thinking about this, especially
in the pandemic. When we were starting to look at
different access policies to property
and how would I as a frontline worker know
what the latest and greatest access policy
is? Sure, maybe it's a shift briefing, maybe it's
a a piece of paper on a wall, but quite
often those resources are really hard to keep track
of and they're even harder to update. So it
really resonates with me, the idea that I can take
this, put it on a device that the uh employee
can access and thereby provide
them with the information when they need it as opposed
to them having to go look for it, I can really simplify
that process and ensure not only that
the employees are empowered, but in the case
of something like corporate security, uh maybe
frontline health care, things like that, that they're also
safe out there. That's the other thing that really resonates
with me is the idea that we're putting that knowledge
in their hands. And again, it helps
create that sense of um
uh uh loyalty with the organization
because uh I don't have
that frustration, finding information. I do
have that feeling my employer care cares
because they're taking those efforts to get that information
in my hands. So I really like that as
an example, certainly uh with, with respect,
especially to frontline employees.
I'm so grateful.
And what does this all really mean? What does unification
means in this context?
Well, in today's modern workforce, the digital employee
experience for desk and frontline workers are often fragmented
as we known. In the past
few slides, working conditions are completely
different which creates different needs and solutions
in the market.
There are typical solutions that
you know, only cater to one type of worker and
not the other, which creates an imbalance,
which is why unification is key
and this is where equal equal sits. We sit in the
intersection between desk and front line
workers.
Vendors like to define unification
in a way that best suits their specific offering
typically sold in terms of equal
inexperience.
This would mean providing the same set of tools,
information and experience to all users
regardless of the way they work.
Mobile, mobile mobile providers
offer a simple app with content creation experience
in the browser.
This is a streamline experience for front line staff
but typically leaves desk for employees underserved
traditional internets on the other hand provide
a robust browser experience with a minimal responsive
app effective for desk employees.
But cumbersome and complicated for front line
staff companies have adopted
this approach as it has been the only option
available to them. Not because it
is the right way to think about solving these complex
problems. But igloo we approach
unification a bit differently, it's
equal into consideration and not
in experience.
This mean, this means that we provide
different groups like front line and desk workers
with the right set of information and tools
they require to be successful in their specific
roles.
For frontline employees. This means
a streamlined mobile app with the information
and integrations, they require to perform
their day to day tasks quickly and effectively
for desk employees. This means
a feature rich browser experience with
the information and integrations they
require to drive the business forward.
But unification goes beyond just the frontline
desk workers. It can also positively
impact other types of workers within an organization.
For example, you might have a combination
of administrators, it workers,
executives, hr and so on and
they can all benefit from a unified ditch
employee experience.
For example, hr can empower
workers to have a better work life balance
and can can improve retention,
which there's a business impact there, right?
Reducing turnover uh reduces
the cost associated with hiring.
I know with uh one of our, our financial
uh organizations that we work closely with. One
of the problems that they have was how
do we keep our employees engaged? So they
utilize the internet to promote and execute
town halls, for example, right?
They create this cohesive experience
where everyone can tune in, ask questions
and really be part of something much
bigger. And as a result,
they have, you know, tremendous um positive
feedback from, from the employees. Again, simple
as just doing video recordings of
town halls and sharing all the different success
stories of possible organization
for it. Uh It's a different story
with an internet platform. They can minimize security
and compliance risks that can harm a brand's
reputation, integrity
and for marketing at internal columns, for example,
through compelling campaigns and content,
they can create strong, a strong sense of belonging
for the organization, especially those
in remote working environments. So
there is a lot of uh benefits with
a unified digi employee experience, not just
for desk and frontline workers, but really
everyone within the organization.
I think one of the key areas that um
I've seen with a lot of our customers and,
and certainly it's another uh trend that it
really is on the increase in terms
of that digital employee experience
is a lot of our customers are really working.
You mentioned the idea of hr uh and,
and, and really providing that
digital employee experience providing that familiarity
that introduction to it as soon as possible
within the employee life cycle, but also
keeping it going throughout the employee
life cycle. You touched on the idea of engagement
and just keeping the, the employee engaged
uh with that. But certainly we've seen a lot
of organizations that are um baking
this into the employee experience as soon as possible
because they want the employees to know that it's
there that, that they can establish this as
the, as their source of truth, their go to
um for the various things that they
need for their jobs and that is really helping
them uh in terms of how
they perform further down the line.
And you mentioned things like work life balance, career
advancement, uh turnover reduction,
there's all sorts of great benefits
to be achieved. Um And they're
achieved in, in in a more
ready fashion simply by uh
introducing employees to this as soon as
possible in the employee life cycle and making
it a part of their day to day.
And with unification, there is a positive
impact,
providing the equal experience of unification
can do wonders for organizations.
Here are some stats from the A GC sector insights
report just to show case some
of, you know, the positivity and the outcomes
uh by addressing some of the key challenges
that we've talked about earlier. In this presentation.
For example, 79% of employees
who have adopted tech say that their work
tools contribute positively to the work
experience.
Also, employees with new technology
are twice likely to report that their
work tools increase their connectedness
and because employees feel connected and
belong in this, in their company, they saw a 56%
increase in overall job performance.
They saw also saw a decrease in
uh turnover risk by 50%
and reduction in six
reduction in in in sick days
by 75%.
So these are just again, some of the glimpses
of some of the positive impacts that's been
driven by providing a unified digit employee
experience for all types of workers
to recap. There's a lot to take away here.
Um You know, first, the importance of
decks uh which cannot be emphasized enough,
right? It's the key component of any
organization to drive positive outcomes.
And it starts by identifying and solving the key
challenges that are common throughout the market,
whether it's addressing the multiple of tubes
uh to a multitude of tools uh to
minimize digi friction to delivering personalized
experiences. Overcoming some of these challenges
can play dividends
to solve for dex challenges. It starts with the internet
but not just any internet, a platform
that has capabilities that can help unify
the entire workforce. And to do this,
you need to empower the three internet users,
the administrators, the content managers
and the content consumers, they're the
ones who are orchestrating the digital employee
experience for the workforce
and unification. It's more than just bringing
together your workforce. It's about giving
them the right experience as
you saw in the presentation desk and
frontline workers have their own specific unique
needs and it's important to give them
their own tailored experiences so they can
do their job at their best.
And lastly, a unified experience can
help desk and frontline workers to drive
positive outcomes for organizations which
can be uh advantageous for your
organization.
And as we wrap up, um thank you so much
for, for joining this webinar. Uh We do have
an upcoming live webinar as well. Uh It
will be myself and our guest speaker, Forster
Wave. Uh Sorry uh for her research
on September 19th to learn about some
of the dex trends that are powering today's workforce.
We also have numerous uh resources
available as well. Uh You can watch customer
testimonials, learn from industry experts
and gain insights and best practices about
your digital workplace. And we also have
customer stories and case studies as well. Um
That can help uh you uh take
your digital employee experience and really apply
best practices. So you get the most out of uh your
organization.
Thanks Wang. And as you were mentioning
some of those uh resources, I've just shared
some links in the chat. So our folks will be able
to uh see in the
uh um
uh
in the environment here. Um
Sorry, just one second.
I'm gonna share a couple more
and
there we are. So I'm starting to share those now.
But in the meantime, uh as I'm sharing
these, let's just move to questions if we
could
and uh we do have a question
here, uh that I'd like to ask.
Uh and that is, uh how do you see,
uh A I uh impacting
the digital employee experience as we move forward?
Yeah, this is a really good, good question.
Um
A I is a really hot topic right now. Um
You know,
when you turn on the news and then you go on any
blogs, everyone's talking about A
I and there is a place for A I in the
digital workplace space. Uh For
example, uh the content managers,
um you know, they're the ones who are responsible for
managing the life cycle of the content.
Well A I plays a big part of that, right?
They can help content managers generate
uh content and images
to really help jumpstart, you know, their content
creation process, this saves time.
Uh this minimizes digital friction. Um
And this just helps content managers to
produce quality content, but also
also at a higher volume as well
for content consumers A I and
machine learning can be leveraged in many ways.
Um For example, using A
I and machine learning, you can service more relevant
resources for them, right? Mentioned in the
presentation um giving access
to personalized information is very important
for content consumers. Again, especially
for front line workers and A I can really
help with that personalization. Um not just
for content consumers but everyone throughout
uh the organization
wonderful Thanks for that. Um Duan,
another question if I may um
in and this one's come in. Uh just
now. Uh where, where do you see, where
do you see decks digital employee experience?
Where do you see that in the post COVID world
COVID further amplified the importance
of a digital workplace. Um digital
workplaces aren't going anywhere and it's even
more important than ever providing that
unified experience for all types of workers.
Organizations are still figuring out how
to navigate post COVID world.
There are organizations who are fully remote,
uh some are in office, some are hybrid.
Uh It's quite, you know, the difference
around uh the market right now in terms of
how organizations are working. Um
So where I see, you know, deck kind of kind of
changing is that um it's further
amplified, it's further important
and it's just to keep up
with the way work happens, right? Because
work is constantly changing and you need
to provide that consistent di employee experience
that
uh available for everyone, regardless of
what work may look like. For example,
with, with a glue, um we are a fully
remote company and we use
it I which is our own uh digital
workplace called inside the A G.
And there's, you know, interactive
ways of how we're using that to address
some of the, you know, challenges of remote workers.
Uh For example, our, our ceo might burrough,
he does this video money messages.
Um That's always great to see, you know, from,
from Mike, his perspective of what's happening,
uh you know, some updates, but it gives you
that sense of belonging, right? Even if you're
in a different country or, or different province,
um having that sense of interaction really
creates that connectedness across uh with,
with the organizations and, and the, and the colleagues
as well. Awesome,
thanks Jung. Um Another questions come
in. I, I really like this one.
What's, what's the best way to measure
the impact of your digital employee experience?
Yeah, that's a really good question. Um Brad,
you are the expert um when it comes to
all things, insights and analytics, why
don't you uh provide some
uh some insightful uh takeaways?
Sure. Um I'd love to, I think,
I think first and foremost, um you know,
one of the things that we have to consider is
what
tools do you have at your disposal to,
to measure this? And what, what does success look
like in terms of your digital employee
experience, uh digital workplaces
uh have onboard analytics
tools. Uh They have means of extracting
data that can show you engagement all sorts of
uh all sorts of cool information that
can really give you insight to how your audience
is, is is perceiving content, how content
is performing. Um even even
things down like that reads and click rates
and things like that. But we can also look at interactions
with content, fun things like that. So
just having an understanding for
um you know, how many of your users
are engaging with your digital workplace on
a daily basis, but what they're doing
and understanding what their behaviors
look like, what they're um uh what
they to the the total number of transactions
they're creating within the digital workplace. Obviously,
the more transactions that employees are creating
generally, the more they're engaging with that digital
strategy. But I think one of the other things that
goes missed outside of kind
of those reporting tools is asking
your employees and, and and quite often
this is something that uh um you
know, we'll, we'll visit maybe as part of an annual
business review or something like that. Uh or
maybe we're looking to, to rebrand the digital
uh environment, whatever the case may be.
And we'll ask our employees, then
I find a lot of organizations that have
um a great deal of success or having
a great deal of success in the digital employee
experience realm are really looking
at their employees and doing pulse checks much
more frequently. And it doesn't have to be a daily thing
or a weekly thing, but biweekly monthly,
that sort of thing and just seeing how their
employees are finding the overall experience,
uh getting that feedback from
those boots on the ground from those butts in the seats
and under understanding what those folks are seeing,
perceiving and would like to see
as part of their digital employee experience
that ties in very nicely with
the data that you can extract from a digital
workplace uh to really get a full
picture of, of what your employees
are uh seeing with their digital employee
experience where you may be falling short,
where you may be succeeding wildly or may
where you may learn something that you completely
had no idea about. Uh And II,
I shared this example. I've
shared it a couple of times. We had a customer
a while back and they brought, they brought
uh uh igloo digital workplace on as
strictly as a knowledge base. It was a knowledge base and
a communications vehicle and that was great.
Um It, it worked really well for them. Their employees
uh were establishing this as a single source
of truth, but then they started to see
some interesting statistics start
to pop up and they talked to their employees
a little bit and they found out that,
huh, interestingly enough, our employees
have a little bit of a social, uh, gambit
going on. They, they, they like to interact with each
other on a social, uh uh sort
of behavior and they started to take
those learnings and they set up some social centers
and they set up some employee resource groups and those
things took off and were wildly successful. So
it's not just understanding
what your purpose is and are
you uh achieving that purpose,
but also what could you aspire to what
is the data telling you maybe about some of the things
that you could do in the future uh that
becomes very important and critical as well. So
there's a lot of really, really good learnings again,
from those on board, uh analytics
that you can extract. Uh but also
looking to things like um you
know, pulling the individual employees or
pulling groups of employees and seeing how they feel
about that digital employee experience,
you know, listening to employees feedback is, is critical
uh especially for front line workers having
that bidirectional communications between front
line workers managers and really, you
know, provide that open communications where employees
that are empowered to provide feedback.
Um because insights and national insights
are, are really helpful for, for really
any company to, you know, improve
and optimize uh for better experience for everyone.
Uh We had another question come in and uh this
one as the uh the uh
fellow who's managing all these wonderful
stats. I'm I'm curious as well. Uh
You talked about the frictionless
digital experience. Do you have any statistics
on engagement with the digital workplace for users
with a single sign on versus
users who have to log in?
Yeah. So off the top of my head, I don't have the specific
information. Um So we can, we're,
you know, more than happy to follow up with very specific
uh information and stats around that.
Um We have a knowledgeable, you know, subject matter
experts across our organization. So we'll definitely follow
up with uh more, more details on that.
Yeah, that's something that we can, I can definitely help
with as well. So, um certainly,
uh we don't have it uh immediately within
our, our, our heads just now. But yeah,
uh there, there are some stats we can provide
there. Certainly.
Um The next question comes in and
uh looking at this one, they're asking if we
have a framework to help um
individuals identify or organizations
identify areas where we might have digital friction.
Um And I don't know if you describe
it necessarily as a framework, but
certainly it is something where we do
have um some uh uh uh
AAA broad understanding of touch
points where we might see those digital
friction areas. So it can be things like uh anything
from like Payroll administration. Uh looking
at uh a lot of that R and time off systems
expense approvals, things like that. We've
got a lot of information on that and where we
can look at some of those digital friction points. So,
um certainly, if you've got further questions in
that vein, uh you can certainly reach out
uh via our, our website and
uh we would be happy to uh to have a broader
discussion with you on that.
And then lastly,
um does igloo have A
I capabilities to help generate content?
Yeah. So right now we are exploring the idea
of, of of A I. Um And really
seeing, for example, how do we leverage
A I uh for content
managers, content consumers. Um just
because we do know the importance of having A
I within any tech, tech uh tech
applications. Um We hear
from our customers that one of the ways they want to leverage
A I is through generative content
uh sorry, generative A I really helping
content managers come up with content
or images to help jump start the
process on creating campaigns
uh to really engage uh all the different types
of workers. Um So in
terms of, of igloo, we are looking
into to A I, it is so of interest
for us and I'm sure a lot of other software
companies um but it is a very hot topic.
Um And I encourage you to sign up for
our upcoming webinar uh with, for a research.
We are actually going to talk more about
uh A I within the context of digital
workplace where it is a hot trend.
Uh not just for all tech companies
or, or all places, but especially in the digital
workplace realm.
Wonderful, thanks for that.
Um It looks like we've come to the
end of our Q and A. I'll just give another
second to see if anyone else has got any
uh questions. Uh But in the meantime,
dwang, I'd like to thank you uh for this presentation.
It was uh great to chat with you a little bit about
this and certainly you uh dropped a lot of
knowledge on us as far as things go. So, thanks
very much for that. And uh
yeah, just monitoring the Q and A here.
I think we're just
about done. I think that brings us to the end. So,
um I would like to thank everyone for attending.
Uh Just a reminder this recording will be
made available on Igloo's website. So you'll
be able to find that under the uh
the webinars link that I shared a little bit earlier,
it's gonna be made available there. Uh And
again, once again, a reminder uh to
you folks uh that we do have another webinar
coming up in September remind me of the day,
September 19th, September
19th. Thanks very much and you'll be able to find information
uh to register for that. Uh not only on our website
but on our social channels as we start to promote
that as well. Uh
Thanks very much once again and uh for
everyone in attendance. Thank you for attending. Thank you for
your questions. Like to wish you the uh
the best of the week and uh we'll hopefully
talk to you in the future. Take care. Thanks,
Brad. Thanks everyone.