IoT Connectivity Can Change Unreasonable Caregiving Expectations
Use IoT Devices, Mobile Apps, and Connectivity to Empower Your Caregiving Workforce.
One of the most powerful ways to address changing workforce demands and flexibility is through a mobile enterprise first, location-independent approach. The technology you choose will make a drastic difference to the productivity of your at-home employees.
Connected devices and apps are undergoing a revolution of their own.
The IoT is transforming from data collection and transmission to aggregation and analysis. Mobile apps understand the context they are being used in and provide instant information is a user-centred way.
Enterprise processes become more efficient as dedicated apps allow easy input, processing, measurement, and acting on data.
This change away from task-focused to context-focused and from “one-size-fits-all” to personalization will make your entire mobile workforce more productive.
Your employees will stay informed and connected wherever they are and will be able to perform all the activities you require from them, while still having the flexibility to provide at-home care.
AI and business intelligence will start to drive more of your HR and operational functions, allowing employees to create value-added experiences for your customers and partners.
As you’re developing the mobile enterprise, make sure you build in support for location-independent and at-home workers, especially those who will have caregiving needs.
Consider investing in technology that connects and integrates workers with at-home care needs, and also provides appropriate support to in-office workers when they are working with offsite colleagues.
Implement a “One Team” Approach and Ideology
We believe that a “One Team” approach will create greater efficiency, engagement, and productivity throughout the enterprise, but what exactly do we mean by “One Team?”
- An organizing and management policy establishing full team accountability for all contributors, whether full time- or part-time on-payroll, off-premise, (non-payroll) freelancers, those on extended leave or other job status alternatives. This is required in a shrinking labour market.
- Deliberately shared an ideology that it is “OK” to have family care commitments; all team members communicate and strive to use unified communications technology to create alternative working options.
- Installing performance-enhancing a culture of trust, that workers will strive to meet or excel work requirements demonstrated by inclusive communication channels, workers are empowered to make decisions on the best way to work.
- Social acceptance that inclusive teams are truly supported and motivated through a strong management and mentorship system.
- Collaboration whether through a horizontal or bottom-up approach to working is just as important as top-down.
- One Team is aligned with and supported by business strategy, policy, process, and technology.
- The business recognizes all team contributors as equal, develops a policy for salary and, rewards.
When you implement this approach you will create a cohesive, diverse, CareWise™ inclusive company culture and develop a more engaged workforce.
Transform into a CareWise™ Business
Combine a well-implemented business strategy with the right technology and a “one team” approach. And you’ll become a much more powerful and future-proof organization. Imagine creating a truly connected workforce with individuals and teams accomplishing superior results. No matter where they are based or how they are working.
Your at-home carers will be as valued as your other employees, and they will have the technology and support they need to excel at their role, while still having the flexibility to provide elder care. Employee culture improves due to at-home employees becoming advocates for your business, which becomes a virtuous circle that you express in your business policies.
Your teams are expert and competent to accept and deal with care-base absences. They have full access to work and working technology to meet changing team structures and demands. It is a natural requirement to develop a skilled base of “on call” candidates whether through available interim staffing organizations or utilizing the proliferating e-work staff through online businesses such as Freelancer.com. A strong management and mentor-ship program align great managers with great teams and also provides good promotion activities for your most motivated workers.
Your future-proof business by providing flexible working options, which attracts the most talented new employees who can offer the greatest value, skills, and experience to your company. Your virtual, remote, freelance and other individuals will be able to work together in a streamlined and effective way, which drives up your revenue and profitability.
Business Success
Until the home caregiving delivery channel addresses the employee and corporate requirements to solve the dual employment conundrum. Interim methods must be used. If we think about our employees and corporations as end consumers in the eHealth and mobile health delivery strategies. It is possible to move away from caregiver ideology. Experts declare based on well-researched reports that people who work excessively burden by family caregiver roles.
Most who are unsuccessful retain their job status, family relationships, health, and financial stability. The family must be reinstated as the caring companions and family resource managers. That they must be in this 30-year care intensive era.
Private sector leadership will actively protect their workforce from unreasonable caregiving expectations that are converging at the same time as a shrinking labour market. They will be advocates for large-scale changes in cross-industry, home caregiving plans, encouraging digital care delivery innovation beyond healthcare-related devices. The large numbers of care challenged employees cannot do two jobs without personal and corporate problems.
When you adopt an inclusive and CareWise™ employment brand. You will be a talent magnet for Millennials who expect supporting work and life commitment culture. You will be recognized as a superior employer brand that is essential in an era of tight labour markets.
Teams will be equipped to minimize the impact of colleagues’ care commitments, minimize spillover to multiple team members and efforts. Corporations will protect their valuable human and fiscal resources from excessive and growing care-related wastes.
Basically, leadership will clear the way for success in a 30-year era of ageing and long-term care needs.
Conclusion
As you can see, the time to think about your future at-home employee caregiving needs is right now. This isn’t just an HR benefits or caregiver tools topic. The ongoing demands of your workforce impact on the overall success of your business. Current care policy should expand. And support management of a proactive, care challenged workforce majority. Organizations that can rise to meet this challenge will have a stronger foundation and be a much better position for growth.
Moreover, you can be a leader of future digital workforce solutions that blend seamless working and reasonable family care requirements. Such as providing CareWise™ stations or software on corporate sites. You can take on leadership roles in exploring, piloting, and implementing new ways of working across your industry.
However here at Lifeworkx, we can provide the intellectual property to take you 1st to market transforming the way your business works. Get in touch with us today to get the information you need and find out how to revolutionize your workforce.
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Moreover, remember that you can spread the word about how the employee caregiving assumptions impact your corporate goals. You can be an agent for change. Go for it!
Also Read: Employee Caregiving Ideology
