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4 Tips To Reduce Workplace Noise Created From Technology

What do you think about the theory that technology creates a noisy workplace? Access tips on reducing this noise by reading below.

Workplace Noise Created From Unproductive Technology

There are plenty of reasonable arguments that technology makes our workplace more efficient, allows greater flexibility and engages remote workers more effectively. But what about the theory that technology creates a noisy workplace?

According to this  study, one third of employees are distracted for up to three hours a day. This survey showed the main causes of employee distraction was from a noisy workplace from things such as slow computers, bad internet connections, looking at their mobile phones, social media and checking personal emails.

So what can a workplace do to reduce this ‘noise’ that interrupts employees work flow. From my experience, if employer’s prioritise IT excellence, you would be making the best start.

From your experience what have you learned, how have you felt and what would you like to share?

What is your experience of starting new jobs and how long and tedious it was to get your IT devices set up, your email address, phone numbers, tailoring your settings and getting access to the server and all the other platforms in order to start your actual job? How did you feel when part way through your job, there are IT interruptions due to software issues, hardware issues, systems and processes. If these issues could have been resolved within the day of the issue, what objectives could you have achieved instead of being frustrated by bad office technology? Do you observe others and are you willing to solve likely or reoccurring IT problems providing someone can teach you along the way?

So when I step back and review how workplaces could reduce a noisy workplace and optimise engagement, I recommend to strive for IT excellence by prioritising the four tips below.

  1. Ensure an IT induction process is created and implemented
    This is a simple check list of all the likely accounts that a new employee requires. The list should include every single platform that the company uses. But I don’t want my staff accessing all our accounts you say? And yes that can still be the case. But don’t you think it’s better to write N/A (not applicable) next to those specific accounts then risking the extra work involved if you miss a key one? You could even categorise the list according to the role or the section within the company, but be sure not to over complicate it and keep it simple.
  2. Prioritise and schedule the time it takes to set up a new staff member
    Yes I am sure most recruiters/managers are busy, but one would hope that by hiring someone in their team it is to relieve some of this workload and the sooner you get them working, the sooner your team can achieve outcomes. So I encourage you to discard the excuses and plan in advance. Plan and schedule the time and allocate the resources needed.
  3. Employ an awesome IT Geek who can empathise
    Often the IT skills in isolation are prioritised when hiring an IT Manager. But it is equally important to hire someone with the mindset and ability to relate to diverse people and to try and understand the consequences that an IT issue can have. The sooner an IT problem is fixed the sooner staff can meet project timelines. An IT holdup can be like if a farmer has a broken tractor in their peak sowing time. The longer the tractor takes to get fixed, the more the soil will dry out and the less income he will earn for his business. Farmers try and learn some mechanical skills to reduce the need to call in third parties all the time. Apply the same concept by recruiting IT Geeks who are willing to share and teach some of your staff. There is no benefit to your organisation if total IT control remains with the IT Manager. Where is the succession planning in that?
  4. Realise that Generation Y has high expectations for IT to work
    It’s not a good first or continuing impression to employee’s if the IT is a hindrance. But to retain particularly genyers, IT needs to be seamless or at least needs to be a goal to try and strive for it to be the best it can be. Generation Y have been brought up in the times of ever changing technology to help make things faster, more reliable and engaging. So if your organisation is not keeping up with us you risk loosing us. Don’t be afraid to ask genyers to help contribute to the IT problem solving. Utilise generation y’s skills sets and give them the opportunity for something they can be proud of.
About the author

Lisa Mangelsdorf

I confess that I work to live rather than live to work. But when I can combine my passions into my work, I work best. This blog brings together discussions about one of my passions which is connecting people. I endeavour to fight the norm by chasing flexible working options and change seekers, hence my involvement with this blog. I'm fortunate to be connected with a global team at GAIA Insights. Retaining Gen Y within the workforce is an issue for most businesses across the globe. For help contact us because we know EXACTLY what they want from the workplace and we can help your business retain that key talent.

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