Using Technology to Support Staff During the Cost-of-Living Crisis
Five ways technology can support staff during the cost-of-living crisis
In many businesses, technology can be crucial for improving processes, driving great efficiencies and building better collaboration and communication among employees. This is particularly important today as the effects of remote working are becoming more apparent – with employees reporting feeling more disconnected at work and experiencing communication issues.
As the UK moves into recession, the role of technology in supporting employees and businesses is going to become even greater. In this blog, we explore the latest research which shows how hybrid working during a cost-of-living crisis could lead to more complex and expensive challenges for staff and businesses, and how technology can provide a cost-effective solution.
What are the socio-economic issues of hybrid working in a cost-of-living crisis?
As with most things, there are pros and cons to hybrid working.
Research for The Access Group by the University of Nottingham found that a high proportion of workers, many of them in hybrid or remote settings, are engaged and enthusiastic about their job. The qualitative findings suggest that hybrid working can also improve employees’ work-life balance, productivity and mental health.
But while the sentiment was generally positive, the research highlighted an undercurrent of socio-economic issues that can arise. With high energy costs and a lack of in-person interaction, working from home can be expensive and lonely for some people.
When people were forced to work from home due to the pandemic, they perhaps accepted it as a temporary measure, putting up with less-than-ideal working conditions, such as not having a dedicated workspace at home, or struggling with clunky software.
Now, as hybrid models are adopted permanently, there’s a risk that some groups will be disadvantaged, particularly younger people and/or those on a lower salary, who might be in shared or noisy housing.
Challenges like these were evident from our research. One interviewee said: “I think it may be harder to ensure equal opportunities are adhered to, as it’s not easy for people who do not have a good home life.”
Another described a tough “catch-22 situation for a lot of people”, where those on lower incomes, already struggling to make ends meet, must balance the cost of fuel to get to work and energy bills.
Hybrid working is still in its infancy – and there is no precedent for dealing with challenges like the cost of living crisis. One question a respondent in our study posed was whether formal policies are needed to “level the playing field”, though whether this should come from government, businesses or a combination of the two is up for debate.
The study also revealed that those on lower incomes were more likely to be excluded from hybrid working and the flexibility this can bring. Of the hybrid workers surveyed, only 20% earned less than £30,000 per year – compared to 39% of those required to be on-site. While it might not be possible for care workers or hospitality staff to work from home, employers need to ensure they don’t get left behind.
The importance of technology for supporting your employees and your business during a cost-of-living crisis
Yet hybrid working – when underpinned by the right technology – is a great leveller too. It gives people the freedom to work from anywhere, helping to alleviate some childcare and travel challenges. It can also open up new job opportunities in areas where wages are higher, or as one respondent pointed out, provide greater flexibility to those with disabilities, long-term illnesses or family commitments.
But how does technology help save money and support businesses and employees during the cost-of-living crisis?
1. Cloud-based
Cloud-based ‘software as a service’ (SaaS) can be more cost-effective for businesses since upfront costs tend to be lower compared to on-premise solutions and there’s no need to maintain physical servers.
Furthermore, employees can access cloud-based software from anywhere using their web browser, or even an app on their mobile device, so they’re not tied to the office or their home if they find it difficult to work there. With all their documents and tasks available via a secure cloud system, they can take their laptop to a cafe, the library or even a designated warm space.
Even if staff can’t work from home, technology gives them the flexibility to manage their working day from their mobile, including choosing their shifts, submitting expenses, and updating personal details.
A platform like Access Workspace goes a step further by making it easier to access resources such as mental health support, and facilitates good communication so staff feel comfortable talking to managers about any difficulties, including financial, they are facing.
Read more: See how we helped recruitment consultant SQCP seamlessly use cloud software to make the move to remote working during the pandemic.
2. On-demand pay
Although not exclusive to hybrid working, increasing flexibility around pay can be a real help to employees, particularly those on a lower income. A solution such as Access EarlyPay embedded in the organisation’s payroll system allows staff to draw their wages for the hours they’ve worked rather than waiting for their monthly payday. Knowing they can access their pay early, via an app on their phone, can help to reduce the financial stress some people may be experiencing due to the cost-of-living crisis.
3. Employee benefits
A comprehensive package of benefits can be a lifeline for employees during difficult times, helping to save money and improve their financial, mental and physical health. There is an ever-growing list of benefits available to employees today – including financial products, cycle to work schemes, opportunities to lift-share, discounts in shops and restaurants and much more. When you package all your benefits together in one place, including pensions and health insurance, people can see what’s available and access them quickly from anywhere, which could help to alleviate their financial worries.
Even if employees aren’t experiencing severe financial hardship, small treats, like a discount at a local restaurant, can provide a much-needed boost.
4. Learning more, earning more
As well as using technology to improve efficiency day-to-day, it can also support continuous learning. By building their skills, employees are able to take on new challenges and progress their career – and more importantly, increase their earning potential as costs rise.
Employees can choose from a wide range of online courses, from role-specific and industry accreditations, to mental health and wellbeing training. There are now numerous ways for people to engage with course content, for example, in bite-size chunks that can be built into the working day or even gamified to increase engagement.
All this could be transformative for low-income employees who traditionally have struggled to make time for in-person training courses, or those who don’t have the time or space at home to read lengthy training materials. Organisations see better returns too because it takes less time to complete training, and people can put into practice what they’ve learned straight away.
Read more: See how we supported the roll-out of a comprehensive learning and development platform at the RAC.
5. Celebrating success
Last, but certainly not least, we all know how uplifted we feel when we receive praise for a job well done. When workforces are dispersed due to hybrid working, recognition is more important than ever.
Most people face challenges to some degree – financial and personal – but they remain committed to their work. Indeed, our study showed that just under three-quarters work hard on their designated tasks, and two-thirds are proud of their work. Something as simple as an organisation-wide acknowledgement of their work can provide a much-needed boost in the current economic climate, especially if organisations are unable to afford substantial monetary rewards.
