How to Address the Digital Gap in a Deskless Organization

“Digital inclusion is not just a matter of access but a matter of equity.”

This line highlights a critical issue that deskless businesses now face: the digital divide. Some deskless workers might not have as much access to digital resources and tools as their colleagues in offices. This disparity in work contentment and turnover rates can impact a company’s overall success.

The digital gap affects deskless workers’ ability to stay in touch, obtain current knowledge, and seize necessary chances for training and growth in addition to their productivity. Businesses must bridge this gap if they want to maintain a competitive advantage and ensure the welfare of their staff.

This blog will discuss the many issues raised by the digital divide in deskless employment, such as communication, training, and engagement. Then, we’ll discuss practical ways to close this gap, such as giving employees the proper technology, offering easily accessible training courses, and encouraging inclusive communication techniques.

Also Read: How to Choose Between Intranet and Extranet for Deskless Workforce

Challenges of the Digital Gap in Deskless Workforce

To close the digital divide, we must be aware of the particular difficulties deskless workers encounter. These issues mostly concern engagement, training, and communication—all of which have a big effect on employee morale and productivity.

1. Communication and Information Sharing

Many times, deskless employees get company updates through word-of-mouth or bulletin boards. Information may be overlooked, and goals, changes, and corporate policies may not be understood consistently as a result.

A lack of real-time communication technologies means that these employees might not get important information right away, which would interfere with their capacity to carry out their responsibilities.

Any company can only function effectively with others. According to Skedulo’s State of Deskless Work Report, 25% of deskless employees claim that a lack of purpose-built technology has hindered their daily tasks.

Deskless workers often find it difficult to communicate with their coworkers who work from home or in offices since they don’t have access to email, instant messaging, or video conferencing systems. This can lead to silos within the company, reducing team cohesiveness and overall productivity.

2. Training and Development

Employee growth and company success depend on ongoing learning and development. However, since they lack gadgets and internet connections, deskless workers frequently have restricted access to online training modules and learning platforms. This restriction hinders their ability to upskill and stay up-to-date with industry practices.

Webinars and workshops are commonplace for professional growth. Nevertheless, the nature of these workers’ deskless professions makes it often difficult for them to participate in such gatherings. Their work schedules might not allow them to attend these virtual events, or they might not have the technology required.

3. Feeling Disconnected and Disengaged

The digital divide among deskless workers may make them feel alone. They could feel cut off from the wider corporate community if they are not a part of the digital communication loop.

Deskless workers may feel less like a part of the team, and their morale may suffer as a result. Research shows that companies with an engaged workforce saw a 23% increase in profitability, highlighting the importance of a satisfied and involved company culture.

Job happiness strongly correlates with feeling appreciated and part of the company. Because of the digital divide, deskless employees may feel cut off from the workplace, resulting in higher attrition rates. Businesses can find high turnover to be expensive in terms of lost experience as well as hiring and training costs.

Also Read: Execute 360-Degree Feedback for Deskless Workers – Effective Tips & Tricks

Strategies to Bridge the Digital Gap

The digital divide in deskless companies has to be closed with a nuanced strategy that combines technology, accessible training and development opportunities, and inclusive communication. Consider the following strategies:

Technology Solutions

• Sturdy Mobile Devices: Giving deskless employees sturdy tablets or mobile devices can greatly improve their access to digital resources since these devices are made to survive hard-working environments. These gadgets need to have the software and apps required for task management, communication, and training material access.
• Deskless Mobile Apps: Mobile apps designed with deskless workers in mind can make a significant difference. These apps should be simple and user-friendly, providing real-time communication and access to training modules. Easy-to-use interfaces guarantee that staff members can pick up these tools without requiring a lot of instruction.
• Offline Access to Data and Resources: Many times, deskless professionals work in settings with spotty or nonexistent internet access. Creating offline, accessible apps and materials guarantees that employees always have the knowledge they need at their fingertips. This can entail having offline access to operational processes, corporate policies, and training resources.

2. Accessible Training and Development

• Downloadable, Mobile-friendly Training Modules: Microlearning—which delivers training material in small, manageable pieces—works especially well for deskless employees. Quickly finished mobile-friendly training modules enable employees to study at their own pace and fit training into their hectic schedules.
• Audio or Brief Video Lessons: Deskless workers will find short videos and audio lessons to be perfect because they can be easily digested on the go. These methods for microlearning guarantee interesting and readily remembered training. The subject matter should be relevant, useful, and immediately related to their everyday activities.
• On-Site Training Sessions: Although online training is crucial, practical experience can be gained through on-site training. Opportunities for peer-to-peer learning, where seasoned employees coach their coworkers, can also be quite successful. This strategy also helps to develop talents, along with promoting a sense of community and cooperation.

3. Fostering Inclusive Communication

• Using Several Means of Communication: Companies should use a variety of communication channels to make sure deskless employees are continually informed. Workers who do not have access to email or instant messaging services may be effectively reached using text messages, walkie-talkies, and other basic communication devices.
• Regular Team Meetings for Deskless Employees: Deskless employees can stay informed on corporate news, provide their input, and talk about any issues they are having at regular team meetings or huddles. The kind of work and the state of technology allow for either in-person or virtual sessions.
• Surveys or Suggestion Boxes: Developing a diverse workplace requires opening communication lines. Frequently asked surveys and suggestion boxes can help deskless employees express their thoughts, offer suggestions, and exchange ideas. They feel appreciated, and the company is able to pinpoint areas that need work as a result.

Also Read: Digital Signage vs. Email: Which Is More Effective for Deskless Employee Communication?

The Role of Leadership

Closing the digital divide is mostly the responsibility of the leadership. Leaders need to show that they are dedicated to digital inclusion and aggressively support programs that help deskless workers. Leadership tactics include:

• Training Managers: Effective deskless worker support should be emphasized to managers. This necessitates knowing the particular difficulties they encounter, being familiar with the provided digital tools, and being able to change the training and development available.
• Celebrating Success: Drawing attention to the accomplishments of deskless employees who have benefited from digital inclusion programs can inspire and motivate the entire staff. These stories demonstrate the benefits of closing the digital gap and inspire people to use digital resources and technologies.
• Allocating Resources: The digital divide must be addressed with sufficient resources. This entails making the required technology investments, offering continuous training, and setting aside time to promote inclusive communication methods.

Measuring Success

Organizations must routinely assess their progress to make sure that efforts to bridge the digital divide are successful. Important measurements to monitor include:

• Employee Involvement: When deskless employees feel more a part of the company, their engagement levels may be higher. Tools for feedback and surveys can be used to gauge the degree of involvement.
• Training Completion Rates: Tracking how often training modules are completed can reveal whether or not deskless employees are using and gaining from training materials. Relatively low completion rates could suggest that more relevant or easily accessible training material is required.
• Assessment and Modification of Strategies: Digital inclusion tactics are kept relevant and powerful by routinely assessing their efficacy. This includes interviewing deskless employees, examining important statistics, and modifying the strategy as needed.

Also Read: Top Onboarding Techniques For Deskless Employees

Conclusion

A diverse, effective, and driven workforce necessitates closing the digital divide among deskless employees. Organizations can close this gap and improve business and employee results by implementing strategic technology, training, and communication solutions and providing strong leadership support. Encouraging a digital inclusion culture helps deskless employees and sets the company up for long-term success.

Frequently Asked Questions

1. What are the main issues of the digital gap in deskless organizations?

The key issues are communication and information sharing, restricted availability of online training and development materials, and a decline in the sense of community and involvement among deskless employees.

2. How to address the digital gap in the deskless workforce?

Companies can provide mobile devices or tough tablets to deskless employees, create intuitive mobile apps for a range of jobs, provide mobile-friendly training modules, and promote inclusive communication through several channels and frequent team meetings.

3. Why is leadership crucial to closing the digital divide for deskless organizations?

Leadership is important since it allows companies to promote digital inclusion, ensure appropriate resource handling, and establish an encouraging company culture. Managers effectively drive the effort to bridge the digital gap, receiving training and success tale celebrations from executives.