With an increasing number of individuals pursuing non-desk careers or embracing hybrid work environments, it has become crucial for companies to develop a comprehensive plan to keep their workforce engaged.
In an exclusive interview, Søren Bolvig emphasizes the need to integrate digitalization into leadership rather than treating it as a separate concept. Drawing parallels to the past, when the advent of telephones and social media raised concerns about losing face-to-face interactions, Søren Bolvig believes that digitalization is here to stay, and if leveraged wisely, it can facilitate more present leadership, build relationships, and foster easier connections.
You can read the full article in Danish here, or scroll down to read it translated into English.
In an era where digitalization has revolutionized the way we communicate and work, Søren Bolvig, CEO of technology company Empact, shares his experiences on how leadership, relationships, and collaboration operate in the digital realm.
As more individuals pursue non-desk careers or embrace hybrid work environments, it becomes crucial for companies to develop a plan to keep their workforce engaged. "I believe we should integrate digitalization into our leadership instead of separating the concepts of digital and leadership. When we first had telephones, we feared becoming antisocial; with Facebook, we worried about losing face-to-face interactions. But digitalization is here to stay, and if we harness its potential wisely, we can achieve more present leadership, building relationships and connecting more easily," says Søren Bolvig. He believes that physical presence is not a prerequisite for being a good leader or employee. Instead, we are entering a new era where people have a lesser physical work presence, and we must use traditional communication principles within modern technological solutions.
If you want to read more about communication and collaboration read our blog: "Enhancing workplace success through effective Communication & Collaboration"
Companies with a significant number of non-desk employees often struggle to retain talent. Studies show that floor-level employees in sectors like retail and manufacturing exhibit lower loyalty and higher job turnover rates compared to their desk-bound colleagues. "The boundaries of desk-bound employment have rapidly shifted, especially after COVID-19 taught us about the hybrid workspace. Hence, remote leadership is relevant across all sectors. However, it is novel that society is starting to focus on those who have always worked without a desk," explains Søren Bolvig. According to a Forbes study, 80% of the workforce does not have a desk-bound job, yet only 1% of software investments are allocated to these employees. The problem arises when those who spend their days at headquarters forget about the people who work without a fixed desk or workspace. With more individuals choosing non-desk careers, it's time for leadership to develop a solid plan to keep their workforce engaged. Disconnected employees can cost companies in the long run due to reduced engagement, productivity, and high turnover rates.
One challenge of digital communication is the expectation of constant availability. Bolvig believes it is essential to establish communication boundaries so that all employees understand it is acceptable to take time off and not always be accessible. "It's okay not to respond immediately. You can be offline without any expectations of the opposite. This clarity must come from leadership, particularly regarding fluid transitions like vacations and absences. We've observed a tendency for employees to be online to a much higher extent than before. Therefore, we must use these tools appropriately and set understandable boundaries," says Bolvig. Digital platforms allow for frequent communication and presence, even when physically apart. According to Søren Bolvig, it won't take many generations before balancing time and leadership is no longer a challenge. He sees the difference in his own children, who are online in a completely different way than his generation was and still is. "Digitalization poses a significant leadership challenge. Our maturity in using technology is not yet fully developed. We need to learn to use it and, in doing so, set boundaries, such as when it is appropriate to contact people. We will witness a future shift where we try to improve in this area. It's similar to ethics and data; as a society, we strive to get better. But it's a process."
For many employees, digitalization and the hybrid workplace provide much greater flexibility in their daily lives, allowing for activities like running, doing laundry, and taking power naps. However, if you work in a hospital, supermarket, or as a police officer, you can't just stay at home. This means that approximately 80% of the workforce does not benefit from the flexibility of modern digital leadership. On a completely different level, this group of deskless employees still gains just as much from digital transformation: "Suddenly, it is the technology that enables this group of people to participate in a completely different way than before. Managers can now communicate with them directly. Retail employees used to be completely disconnected unless they attended a town hall meeting to hear the news. Now they actually have the opportunity to communicate individually and personally."
Employees who do not sit in an office every day are being heard more than ever before. Previously, they were disconnected and unaware of what was happening from a leadership perspective, but now they have digital tools available that make it easier than ever to communicate with their immediate supervisors.
Technology should give employees more freedom – freedom to do their work and freedom to leave earlier. And if you want to implement the technology, it is crucial to understand the tool. "The most basic communication advice is to put yourself in the recipient's shoes. That's what you need to do here. You shouldn't recycle your newsletter or any other formats that don't fit the new technology. It's pointless to continue with the same stream of publications. It should be tailored and adjusted to the recipient. If there's news from top management, it should be written with the recipient in focus – what does it mean for me?"
53 years old, CEO of the software company Empact. Søren holds a master's degree in business (cand.merc.) from the University of Southern Denmark.
Empact is an all-in-one app that increases employee efficiency and job satisfaction. The mobile engagement platform primarily targets deskless employees who, through a user-friendly app, have easier access to tools and information. This makes the workday easier and employees more satisfied and productive. Learn more about how Empact can foster your communication and collaboration.