So why place data and technology at the top of our trends list? Relocation is a people business and few (if any) of our members are likely to be looking into AI or data mining to grow their businesses anytime soon. But we think it’s important you understand the most influential disruptor of the decade that impacts absolutely everything, right down to our weekly food shop. So here goes.
DATA & TECHNOLOGY
1. Artificial Intelligence, Big Data and GDPR
Artificial intelligence is essentially the kind of task that, if humans performed it, we’d say they had to apply intelligence to execute the task. AI is not simply chatbots on a customer service helpdesk. It’s about machine learning and data analysis. Every query you make and every decision you take helps the system give a better, more personalised response as it learns to anticipate your requirements. And Waze telling you the best route in view of the current traffic situation or Facebook’s algorithm deciding which posts show up in your newsfeed, is just the start of it. No matter what you might principally believe about AI, chances are you are already relying on it.
Similarly, as a company, you possess data. There is personally identifiable data, or PPI (home address, dates of birth, work visas and more), and non-personally identifiable information (such as gender, age range or nationality). GDPR has changed the way we look at data from a business and personal perspective, and it’s a good thing. However, it’s the massive amounts of non-PPI data, also known as Big Data, that are currently driving marketing efforts around the globe as ROI becomes ever more measurable. Perhaps unsurprisingly, the counterweight to all this machine driven activity is a powerful need for a more human connection, more on which later.
2. Smart Speakers and Long Tail Keywords
The never-ending quest to rank well in search engines continues as before but has now gained an additional facet with the rise of Alexa, Google Assistant and other AI powered devices (hello, machine learning). The very nature of online searches is changing drastically, with ComScore estimating that half of all search queries will be voice-based by 2020. Deloitte recently predicted the smart speaker will really breakthrough in 2019. So what might this mean for your business?
Imagine you are considering moving halfway around the world on a foreign assignment. You’ve told your boss you’ll have to talk to your partner before coming back with a firm decision, and so whilst cooking dinner you ask Siri about international schools in the Brussels area or residential neighbourhoods in Waterloo. Siri will only give you a handful of answers, maybe even just one, instead of the 79.2 million that a Google web search will. To cater to this new technology you need to start including long tail keywords to bolster your online presence; highly specific multi-word phrases that answer the very specific questions someone might ask their smart speaker.
“I predict that storytelling will be one of the major differentiators between brands that get noticed and those that don’t. The market will continue to get noisier and brands that create human connections through the art of story will rise. This means that now more than ever, becoming a prolific writer and communicator is a key characteristic of effective marketers.” – Holly Tate, Vanderbloemen Search Group
STORYTELLING AND THE HUMAN TOUCH
3. Social Purpose, Authenticity and Brand Storytelling
We’ve spoken about the importance of purpose in previous issues of ReLocate and this continues to be the case in 2019. In fact, it is going to drive more decisions than ever before. No longer can we simply sell a service or a product, we have to lead with our business purpose to convince customers of our proposition.
“Social purpose is rising up the corporate agenda as consumers look for companies demonstrating (not just talking about) shared values. Watch out for brands taking Iceland’s orangutan lead and placing accountable leadership at the heart of their organisational strategies – and social media – to drive company value over the long-term,” says Sarah Hall of Sarah Hall Consulting. Supermarket chain Delhaize lost a lot of credit in the public eye just a few weeks ago for plastic wrapping the plastic wrapping on a plastic toy giveaway a week after their pledge to minimise use of plastics.
Authenticity is key and as such your brand story should be the solid ground on which all your communications are built. The Stackla Report tells us that 86% of consumers feel authenticity is an important factor when deciding what brands to support. This number is even higher among millennials. No matter how big or small your organisation, customers and employees alike are increasingly expecting your mission, vision and values to be more than just words. Driving your strategy, it is what you do and how you do it.
“Consumers used to accept that their favorite brands were neutral. “Don’t pick sides, and avoid topics and statements that alienate any audiences” were the common PR marching orders,” says Deirdre Breakenridge of Pure Performance Communications. “Today, there is a different set of consumer expectations. Businesses are required to have a voice and to take a stance for their customers on important topics. Maybe it is climate change, politics or other social issues? Social media and the citizen journalist have ignited brand purpose and social activism. There are businesses not only ready to join the conversation and be the voice, but that are also helping to create the change their customer wants to see.”
4. Influencer Marketing and Content Marketing
Advertisement fatigue is real and with 30% of all internet users expected to be using ad blockers by the end of the year, marketers are having to come up with creative new ways to reach target audiences. Sponsored articles (also known as native advertising) and user generated content are great ways of doing this. Their main strengths are that they entertain and inform audiences and – when done right – feel natural and authentic. GoPro for example almost solely relies on user generated content as a quick trip to their website will show you. Asking users to send in their best clips, they offer cash awards and promotions for the footage they use.
“In 2019, brands are going to find it increasingly difficult to attract and retain their audience’s attention on social media. The brands that develop creative content strategies that tap into themes that are culturally relevant (and topical) to their audiences, will win. People don’t go on social to see content about your brand, they don’t care about you or your brand. They want to be educated, entertained and inspired. The sooner you realise that and start creating content that fulfils those needs, the better.” states Dan Knowlton of KPS Digital Marketing
Similarly, influencer marketing is enjoying a meteoric rise. “For years we’ve been reviewing and rating products and services, which has paved the way for the rise of influencer marketing. Offering companies and brands a new way to survive, it looks like this trend is here to stay,” says Carol Lamarque of Duval Innovative Marketing. “People will always be receptive to recommendations by others. Think back to the last conversation you had with a friend about a new restaurant. If they enjoyed it, you’re highly likely to book there too. Social media have only strengthened this process as they offer committed influencers a great platform. You can’t underestimate the impact of a micro-influencer with a few hundred followers. Because they’re so small people see them as an individual, not a medium. It’s how they instil confidence.”
“Stories have redefined the way brands communicate on Instagram, and creative marketers are now learning to use this format to address each stage of the customer journey, from awareness to direct purchase. We’ll see even more investments in this channel in 2019.” – Todd Grossman, Talkwalker
5. Social Stories, Takeovers and Video Marketing
With 3.196 billion global social media users, equating to 42% market penetration (We are Social), social media’s significance to society cannot be ignored. Offering companies with limited resources access to powerful marketing tools, platforms such as Facebook and Instagram are adjusting their advertisement models to make marketing more effective for companies.
In this, video and social stories are leading the way. Done well, video marketing produces amazing results. According to HubSpot, simply adding a video to an email boosts click-through rate by a staggering 200-300 percent, and putting one on a landing page increases conversion rate by 80 percent. Forbes research supports this, reporting that 65% of executives visit the marketer’s website and 39% will call a vendor after viewing a video.
Thankfully, including video in your communication strategy doesn’t require a multimillion euro budget. Think about allowing team members to ‘take over’ your social media pages for a fresh new view. From interviews, demos and ‘behind the scenes’ glimpses of events, life in the office and more, thanks to smart phone technology, video is easily integrated. Use photographs and short video clips to create ‘stories’ on your newsfeed, and as they will only stay up for a limited amount of time, they serve to create a sense of excitement with followers. The more savvy marketers make use of the interactive options provided in stories such as ‘vote yes or no’, ‘click here to discover more’ and so on.
6. Personalised Content
If you want to stand out in 2019, you need to personalise your marketing – and that means personalised content, products, emails, and more. With the availability of data-like purchase history, consumer behaviour and links clicked, custom content has never been easier. In fact, Evergage reports that 96% of marketers believe that personalisation advances customer relationships. And it’s not just marketing that is driving this trend. Infosys found that 74% of customers feel frustrated when website content is not personalised. According to Forrester, 77% of consumers have chosen, recommended, or paid more for a brand that provides a personalised service or experience. And Digital Trends tells us that seventy-three percent of consumers prefer to do business with brands that use personal information to make their experiences more relevant. Time to start looking at your customer data then.
When done correctly, using personalised marketing in digital and print business-critical documents can help you effectively reach your customers and yield a high ROI. In addition to revenue opportunities, personalised document marketing can help create a better customer experience by delivering content unique to an individual’s specific needs. Businesses like Netflix and Amazon are already leveraging the power of personalisation. Logging on to your Netflix account, for example, immediately shows you the evidence of this: the banner, carousels, order, artwork, text and search are all personalised for you. As Kevin George, Head of Marketing at EmailMonks, puts it: “The future of e-mail is real-time, behaviour-based personalisation. A study by Marketo shows that personalised, triggered e-mails based on behaviour are 3x better than batch-and-blast e-mails.”
7. Employee Engagement and Positive Experiences
From communicating with your target audience to communicating with your team, employee engagement is where all of the above comes together. Your corporate story is built on your strategy, which in turn is what brings your mission, vision and values to life. Your company culture needs to inspire and engage, as the business benefits of getting this right are impressive. Harvard Business Review reports that organisations that boast a clear and inspiring company culture can expect to achieve 20-30% better business results than their competitors. Michael Hartland wrote about the importance of delivering a positive employee experience in HR News last year, and we couldn’t agree more.
“An increased focus on building positive employee experience will be a core goal of internal communications plans. The benefits in improved customer experience and retention of top staff performers are undeniable. But while the value may be understood now, practical implementation has lagged behind. Nearly 80% of executives rate employee experience as important, but only 22% believe that their companies are building a genuinely different employee experience. In fact, employee engagement generally has been flat in recent years. One cause for this lies in our increasingly complex workplaces. Virtual teams, dispersed staff, technology, and multi-generations and cultures have all added to this complexity.”
8. One Tool to Rule Them All
This, in turn, segways into our final point quite nicely. We live and work in an increasingly mobile world. Over half of all internet usage is done on mobile, compared to just 31% three years ago. And although businesses have recognised the importance of a ‘mobile first’ mentality, the implications – and opportunities – for internal communications are both technical and physical. Witness the growing popularity of programmes such as OneNote, Google Docs and other cloud-based applications that facilitate team input and creativity.
Technological innovations have also opened the door for company apps as a new way to strengthen employee communication, engagement and loyalty. Allowing you to manage projects, assign tasks and keep other team members updated, free apps such as Slack, Trello and Asana offer a modern and convenient way of working within a team environment, irrespective of physical location. Holding the middle ground between a digital to-do list, a Whatsapp group and email, they go a long way towards keeping your mailbox free of clutter and help you pool information and resources within the team.
The Forces Shaping the Future
“The pace of change is accelerating. Competition for the right talent is fierce. And ‘talent’ no longer means the same as ten years ago; many of the roles, skills and job titles of tomorrow are unknown to us today,” says Carol Stubbings, Global Leader People and Organisation, PwC, in her foreword. “How can organisations prepare for a future that few of us can define? How will your talent needs change? How can you attract, keep and motivate the people you need? And what does all this mean for HR? The ‘Four Worlds of Work’ for 2030 report aims to kickstart your thinking about the many possible scenarios that could develop, and how to best prepare for the future. Remember that your starting point matters as much as your destination; the best response may mean radical change, or perhaps just a few steps from where you are today.”
The megatrends are the tremendous forces reshaping society and with it, the world of work: the economic shifts that are redistributing power, wealth, competition and opportunity around the globe; the disruptive innovations, radical thinking, new business models and resource scarcity that are impacting every sector. Businesses need a clear and meaningful purpose and mandate to attract and retain employees, customers and partners in the decade ahead. How humans respond to the challenges and opportunities which the megatrends bring will determine the worlds in which the future of work plays out.
∞ Technological Breakthroughs
Automation, robotics and AI are advancing quickly, dramatically changing the nature and number of jobs available. Technology has the power to improve our lives, raising productivity, living standards and average life span, and free people to focus on personal fulfilment.
∞ Demographic Shifts
With a few regional exceptions the world’s population is ageing, putting pressure on business, social institutions and economies. Our longer life span will affect business models, talent ambitions and pension costs.
∞ Rapid Urbanisation
By 2030, the UN projects that 4.9 billion people will be urban dwellers and, by 2050, the world’s urban population will have increased by some 72%. Already, many of the largest cities have GDPs larger than mid-size countries.
∞ Shifts in Global Economic Power
The rapidly developing nations, particularly those with a large working-age population, that embrace a business ethos, attract investment and improve their education system will gain the most. Emerging nations face the biggest challenge as technology increases the gulf with the developed world.
∞ Resource Scarcity and Climate Change
Demand for energy and water is forecast to increase by as much as 50% and 40% respectively by 2030. New types of jobs in alternative energy, new engineering processes, product design and waste management and re-use will need to be created to deal with these needs.
HOW WILL THESE MEGATRENDS SHAPE OUR WORLD?
■ The Red World: a perfect incubator for innovation with few rules
New products and business models develop at lightning speed, far more quickly than regulators can control. Big business is outflanked in a digital-enabled world that’s teeming with small entrepreneurial companies. Digital platforms match worker with employer, skills with demand, capital with innovator, and consumer with supplier. This allows serial entrepreneurs to reach far beyond their size in terms of influence and scale. Anxious to compete, larger employers fragment to create their own internal markets and networks to cut through old-style hierarchies. Specialism is highly prized in the Red World and a career, rather than being defined by an employer or institution, is built from individual blocks of skills, experience and networks. The most sought-after skills mean the biggest reward package and workers move frequently, staying only as long as the project or business lasts.
■ The Blue World: capitalism reigns supreme
In the Blue World, companies see their size and influence as the best way to protect their prized profit margins against intense competition from their peers and aggressive new market entrants. Corporations grow to such a scale, and exert such influence, that some become more powerful than nation states. Workforces are lean and exceptional talent is in high demand – employers secure a core group of pivotal high-performers by offering excellent rewards but otherwise buy in flexible talent and skills as and when they’re needed. Human effort, automation, analytics and innovation combine to push performance in the workplace to its limits; human effort is maximised through sophisticated use of physical and medical enhancement techniques and equipment, and workers’ performance and wellbeing are measured, monitored and analysed at every step. A new breed of elite super-workers emerges.
■ The Green World: companies have to care
In the Green World, corporate responsibility isn’t just a nice-to-have – it’s a business imperative. Companies are open, collaborative organisations that see themselves as playing an essential role in developing their employees and supporting local communities. Reacting to public opinion, increasingly scarce natural resources and stringent international regulations, companies push a strong ethical and green agenda. This is characterised by a strong social conscience, a sense of environmental responsibility, a focus on diversity, human rights and fairness of all kinds and a recognition that business has an impact that goes well beyond the financial. Employees enjoy family-friendly, flexible hours and are encouraged to take part in socially useful projects.
■ The Yellow World: we’re all in this together
In the Yellow World, workers and companies seek out greater meaning and relevance in what they do. A strong desire for ‘fairness’ in the distribution of wealth, resources and privilege drives public policy. Workers find flexibility, autonomy and fulfilment, working for organisations with a strong social and ethical record. This is the collective response to business fragmentation; the desire to do good, for the common good. Technology helps by lowering barriers to entry by providing easy access to crowdfunded capital and a worldwide market. The Yellow World is the perfect breeding ground for the emergence of new worker Guilds that develop in order to protect, support and connect independent workers, often providing training and other benefits that have traditionally been supplied by employers.
WHAT DOES THIS MEAN FOR JOBS?
PwC’s Four Worlds of Work are each markedly different, but through each runs the vein of automation and the implications of robotics and AI. It’s clear that automation will result in a massive reclassification and rebalancing of work. Some sectors and roles, even entire sections of the workforce will lose out but others will be created. Automation will not only alter the types of jobs available but their number and perceived value. By replacing workers doing routine, methodical tasks, machines can amplify the comparative advantage of those workers with problem-solving, leadership, EQ (Emotional Intelligence), empathy and creativity skills. This view is supported by business leaders worldwide who responded to PwC’s most recent CEO survey. While CEOs are keen to maximise the benefits of automation – 52% told us that they’re already exploring the benefits of humans and machines working together and 39% are considering the impact of AI on their future skills needs – the majority (52%) were also planning to increase headcount in the coming 12 months. Finding the skills they need has become the biggest threat to their business, they say, but the skills they’re looking for are particularly telling: problem-solving, adaptability, collaboration, leadership, creativity and innovation top the list.
For the full report, please visit the PwC website:
The idea of “work” and “working spaces” is changing rapidly, and a business needs to keep abreast of what attracts new staff and what keeps them content to ensure their business stays afloat. ReLocate brings you an amalgamation of two reports, both entailing information crucial to the attraction and retention of staff. The first report being a survey on students and young professional expats by BNP Paribas Fortis, understanding the motivations behind their want or need to relocate based on their job prospects gives businesses an insight on how to position themselves to attract the best staff. The second report is a Global Talent Trends Study from Mercer, an innovative group that uses analysis and insights as catalysts for change within organisations. Their report details the steps employers need to take to ensure they are retaining the best employees and explains how we are moving forward into an era of fierce competition between businesses for talent like we’ve never seen before.
Looking back: what motivates students and young professional expats to relocate? – BNP Paribas Fortis
Understanding what motivates students and young professionals to up sticks and move their whole lives to another country is key in attracting the best talent. Knowing what the driving factors behind their decisions are enables companies to put in place the most effective recruitment campaigns and attractive employment policies. “Millennials are the driving force behind this contemporary intra-European mobility, with more and more young expats in Europe seeking new academic and professional experiences elsewhere,” states Salvatore Orlando, Head of Expatriates at BNP Paribas Fortis. Despite big changes in UK and American approaches to immigration these past months, the professional market in Europe is still open to vast levels of mobility. The survey was executed by the Think Young think tank, founded in 2007 and focuses entirely on young people, providing decision makers with high quality research on key issues affecting millennials.
MOTIVATION TO RELOCATE – MOST SPECIFICALLY TO BELGIUM
Just over half of students polled stated that the main reason for leaving their home country and relocating to Belgium was dependent on the opportunity offered by university or school in their home country. A further 39% cited experiencing another culture was enough for them to want to leave home. Learning a new language or developing existing language skills was the key factor in motivating 39% of those who responded. The final outstanding motivating factor in students deciding to relocate to Belgium was that they felt that the move would have a positive impact on their CV and would then in turn maximise their career opportunities.
The results of this survey on young professionals are much more defined, with a massive 80% of respondents stating that the move to Belgium was wholly based on the career opportunities here. Half of those surveyed cite personal development as a driving factor in their decision to move. While motivations such as learning another language, the standard of living or quality of life and indeed even financial reasons are way further down on the list. Andrea Gerosa, founder of ThinkYoung sees the clarity in the results: “It’s a meaningful move, driven not by the desire to have fun but by the willingness to learn more, improve skills, and enhance career opportunities.”
What does this mean for employers and educational institutions?
Employers and educational institutions have the hard task of pre-empting students and young professional’s career aspirations, and ensuring that they provide clear opportunities for career progression.
Educational institutions need to ensure that the courses they offer contain the latest curriculum developments, and that these are transferable should their students wish to change track – as students often do. Universities and colleges should do their best to attract the best teaching staff that employ modern teaching methods that are also tried and tested. It is also important to offer a wide variety of extra-curricular programmes where students can employ their talents in a more practical environment, gaining them valuable experience for their future in the workforce. Scholarships also ensure that students from a wide variety of backgrounds are given the opportunity to learn, providing the learning environment with a variety of opinions and perspectives.
Employers can use this information to entice the best young professionals to their organisation. Providing potential young employees with clear paths of career progression through well thought-out organisational structures, allows each employee the chance to climb the ladder or explore other areas of the business. Progression isn’t always up, it can be left or right, and when employers offer flexibility, such as secondments to other departments, or other locations – this can be the deciding factor for a young professional full of enthusiasm.
Looking forward: what practices can we put in place to retain the best talent? – Mercer
There’s no denying that 2016 was a trying year in more than one area. With the uncertainty faced by the Brexit vote, the big change in American politics and constant conflict in the Middle East it is crucial that companies shift their focus onto their workforce, to care for the health and wellbeing of their staff. Technological advancements are also having a massive impact on the workplace, how we work, where we work and how we can balance that with enough “down time” are all changing our view of the world of work. On top of all this, Mercer reports that 92% of employers expect an increase in the competition for talent this year.
According to Mercer, these are the top six ways in which they feel companies are going to respond to these new challenges:
1. Attracting top talent externally
2. Developing leaders for succession
3. Identifying high potentials
4. Building skills across the workforce
5. Supporting employees’ career growth
6. Increasing employee engagement
FOUR TRENDS TO WATCH FOR IN 2017
1. Growth by design
It’s all about transforming the internal structure of organisations and ensuring that the “people agenda” is not overlooked. In Mercer’s Global Talent Trends Study they state that 93% of organisations are geared up for a reorganisation in the next two years. Those who aren’t already in the throes of redesign may be left behind.
2. A shift in what we value
If an employee feels undervalued, it is likely that their output will decrease and they will eventually look elsewhere when deciding upon their professional future. Mercer’s study reports that 97% of employees want to be recognized and rewarded for a wide range of professional contributions, not just sales targets or financial results. The rewards employees are seeking are not just fair and competitive compensation, they want more flexible work options, they want opportunities to get promoted, they want leaders who set clear direction, as well as peers that will challenge them and help set the tone for the future of the company. Knowing how to reward employees is key to holding on to them.
3. A workplace for me
When an employee feels that they are not just a number, they are more likely to produce work of a higher quality and also more likely to stay within your organisation. Being able to personalise your employees’ experience will bring significant advantages to your output and staff retention levels. One way for your employees to personalise their working experience is to introduce flexible working options. Mercer’s study showed that the majority of employees want more flexibility within their roles, however not all organisations are as flexible as their employees would like. 1 in 3 employees indicated that they had requested a flexible work arrangement in the past, however they were turned down. Further to this, 1 in 2 employees expressed some concern that working part-time or remotely would negatively impact their promotion opportunities. There is clearly more work to be done here.
4. The quest for insight
Companies are collecting more data from both candidates and employees than ever before, Mercer questions how this data can be better used to gain actionable insights – we don’t seem to be using the data to the best of its abilities. Mercer states that even though many organisations around the globe are collecting data, very few are able to translate the data into predictive insights. Just 1 in 4 are able to produce basic descriptive reporting and historical trend analysis. Looking forwards, predictive analytics – such as identifying which employees are likely to leave – would be incredibly valuable however less than 35% of HR leaders are able to provide this information.
It is an exciting time for the employment market. Organisations are redefining and redesigning their internal structures and the results will eventually be a complete overhaul of employment and work in general as we know it. Concurrently, employees are demanding more of their employers and the more vocal they are the better. The more transparent employment processes are employees can be assured of a better fit within the organisation and employers will then benefit from loyal, happy, engaged and steady employees. Workplaces are becoming not just a place where we feel obliged to show up to within certain timeframes, they are morphing into fluid and flexible spaces where our talents are nurtured, our contributions are valued and we work together towards a future that we are all content to be a part of.
TOP TIPS TO WIN THE TALENT WAR
• Promote a contribution culture where everyone feels welcome to give input;
• Focus on the “whole person agenda”, including health and wealth benefits;
• Define exciting career paths for a positive impact on retention;
• Take a chance on non-traditional talent who have potential but not experience;
• Mitigate risk by building a diverse port-folio of skills and a culture of innovation;
• Create a sense of belonging that resonates with your diverse workforce.
Going back to the roots of good old customer service
What has been lacking in the era of online reservations, self check-in and quite a number of AirBnB interactions, is a prominent level of face-to-face customer service. This is a key element of the hospitality industry and the power it wields is not to be ignored. It makes the difference between repeat customers, solid reputations and can be the deciding factor in tourist’s choices, as well as those guests providing a steady income for hoteliers: the frequent flyer. Thusly we are seeing a change in AirBnB’s approach with Experiences. Not only are AirBnB hosts able to let you experience their home town by letting out their house, apartment or room, they can literally play host to various experiences that will enrich your journey and ensure you engage with your surroundings such as a truffle hunt, an aquatic interaction or a solid favourite: wine tasting. In competition with this new functionality from AirBnB, hotels that distinguish themselves from the pack by delivering quality customer service every time and ensuring unique attention to detail will be the winners in the months to come.
Based on the concept of Capsule Hotels – which were originally developed in none other than the space poor Osaka, Japan – by stripping away unnecessary amenities hotels make best use of limited space. Providing the guest a place to sleep, wash and of course log on. Most pod hotels are wholly on the grid, offering in-room climate control, pre-check-in viewing preferences, breakfast ordering and most importantly mood lighting. These pod hotels have come a long way from the idea of sleeping in a fibreglass box and there are more and more pod hotels popping up in the most crowded of cities, offering this state of the art in-room technology to distract from the lack of space. Many pod hotels also offer fantastic communal areas such as cafés, vape bars and even hot tubs, encouraging guests to ditch the pod and interact. Most recently, the vision of “cross-pollinating” is starting to surface where non-pod hotels integrate pods on the ground floor. A further example of this type of cross-pollination follows…
Hotel meets Student Dormitory
Fusing luxury short-stay with student style accommodation and then topping it off with long stay options, these new hives of communal activity are popping up in every university city across the globe. Balancing out their high-end guests, who are usually a seasonal treat with the reliable source of funds, that long-stay student lodger ensures these hotels some staying power. Also boasting stunning communal spaces that encourage guests of all backgrounds to interact and exchange ideas, workspaces are a key part of the build and are not just limited to a desk, a chair and a WiFi code. These hybrid hotels encourage workshops, gatherings, lecture series or an area to just contemplate. For the “stay a while” guest there are communal kitchens, bicycles for hire, laundry rooms and a genuine feeling of home.
We’ve heard of Smart Cities, Smart Roads and even Smart Parking. It’s now time for Smart Hotels. When we talk about Smart Hotels images of George Jetson inspired gadgets and gizmos flash before us, the whole room powered by a tap on an iPad. That’s not what’s being referred to here. Smart hotels are more about the intelligent use of space and the ability to plug a guest into the local information grid, making best use of real time data and therefore providing the ultimate stay – not forgetting all this at an achievable price. In the US especially the rise of mobile working is opening up space once used for offices and now providing the hotel industry with the bare bones of urban chic hotels. Millennial business travellers are not after five star luxury like our bawdy ancestors were, they are looking for pared-back décor, an authentic experience and tend to shy away from over-the-top branding and superfluous logo usage.
As all online businesses are experiencing, those that can offer dynamic pricing (also known as time-based pricing) see increases in their profits and better utilisation of their product. Dynamic pricing is the real-time adjustment of rates based on supply and demand. Hotels conduct the majority of their business online and can take advantage in occupancy fluctuations, seasonal changes and employ dynamic pricing structures to offer competitive rates that meet the ever-changing demand. We have seen dynamic pricing work for other industries such as the parking industry (basically hotels for cars) with incredible success. This type of revenue management strategy can be uniquely precise, changing rates daily or hourly based on sophisticated technology and the trusty old internet. However, hoteliers-be take note: this kind of pricing strategy can alienate corporate guests by restricting negotiations on corporate rates as dynamically priced rooms can work out to be more expensive than the agreed corporate rates.
Add-ons and up-sells
It’s definitely the perks of a hotel that make it stand out from the rest, and refining the skill of providing guests with the extra option that will make their trip unforgettable will be one to watch for in 2017. Hotels will have to work harder in 2017 to ensure their establishment offers top-notch loyalty programmes, where guests don’t have to spend a fortune to earn one measly point. The fact that AirBnB has launched Trips is a clear indicator to hotels that they need to be playing host to their guests in the most generous manner. It’s not just about a bed and a shower anymore. It’s about providing a complete travel experience. Organising bespoke tours, workshops, local events and enabling guests to feel as though their host city is their city, all important factors in providing a total guest experience. Especially with online bookings, or hotels that use apps for reservations, the trick here is to ensure that the potential guest is not distracted by a rainbow of events and services prior to tapping in their credit card number. Patiently waiting until the reservation is made, the guest is more likely to add once the booking is secure as they can be distracted during the booking process. Add-ons such as a bottle of champagne or a breakfast buffet make the guest feel special and takes advantage of all a hotel can offer. Packages are also crucial to this trend, and hotels can be as creative as they like to entice guests: free airport pickups for those booking on weekdays, free concert tickets for guests booking for periods in advance, or free dinner vouchers at the hotel restaurant for a booking of three consecutive nights or less are great examples of creative incentives.
Servicing the Local Community
An interesting niche in the market that hotels don’t usually latch on to are the services they can provide for the local community. Hotels are usually viewed as places for out-of-towners, only for those visiting the area and gone within a few days. A trend to look out for is the mobilisation of services that a hotel can offer their next-door neighbours: this can be as simple as holding packages, or advising on the best places in town to eat, drink and be merry. There are a plethora of services that hotels can offer local residents and we anticipate that 2017 will see hotels becoming community hubs more than they have ever been before.
Travel agents are making a comeback!!
Yes, once the internet took over we turned our backs on the local travel agent and pieced our own journeys together, just as we wanted. However, we didn’t realise just how much hard work that would be. Online travel agents are making a comeback and showing us just how much expertise is involved in organising that “once in a lifetime trip” or making that tricky connecting flight work. The overwhelming options available nowadays are often too much for the not-so-well-seasoned traveller. Do we lose time or do we lose euros when deciding how our itinerary should look. The expert traveller who has been there and done that all before, is more likely to be looking for unique experiences that are sometimes out of layman’s reach. Let’s not forget also that it is quite often about who you know in the industry and travel agents can be a fantastic way to secure an exclusive price on a well researched and fuss free trip.
Whatever type of stay you’re after, there truly is something for everyone. Be sure to look up our outstanding accommodation providers by visiting:
Lisa Johnson, Consulting Services Global Practice Leader of Crown World Mobility says: “The differences for this generation seems to fall into two big categories. First, there are a number of studies that show millennials worldwide expect to gain some international experience during their careers, as well as expecting career progress to happen with a shorter timeline than in the past.
The second big difference has to do with how information is communicated and the options that are open to millennials. There is a need to provide information and communicate using apps, texts and emails rather than through policy documents, face to face meetings or phone calls. Technology and how information is received is one of the biggest shifts in any industry and, of course, also impacts Mobility.”
Lisa Johnson finds that the most recurrent questions faced by relocators today are around low cost ways in which they can provide their services to early career employees seeking international experiences. Discovering which technology lends itself to developing apps and updated services fast enough is a big one, especially as many destination service providers have to operate within a limited budget and timeframe.
The New Normal
Walter Vermeeren, Senior Vice President EMEA of Altair Global, agrees that the difference in demands is mainly a result of changing times. “Our environment is continually evolving and as a consequence the people living in that environment change. There’s a difference in the type of requests we are seeing and to stand out as a DSP in a society driven by technology you have to adapt, no matter what age group you’re dealing with.”
Although many millennials will have travelled or studied abroad before embarking on their professional careers, they often lack a deeper understanding Walter Vermeeren feels. “They are the younger transferees, frequently single and in most cases they won’t have children. This is very different compared to the typical expat we saw 20 years ago. Millennials are generally very confident. Most of them will have enjoyed a student life without too many financial problems, be it in Europe, Asia or the USA. I certainly wouldn’t want to call them spoiled but it is fair to say that this is a generation that takes a lot for granted. Essentially, we’re looking at a group of independent workers who don’t necessarily expect relocation support but who simply assume that everything they do will go smoothly. And this means that the customer has changed drastically for relocation providers.”
Lisa Johnson elaborates: “We find that a lot of our early career employees have never moved before. They have no idea about all the things they don’t know. Ironically enough companies offer them cash options and DIY move solutions. But few employees are experts at moving, which means we need to offer a lot of practical advice and support. How much will it cost? Is immigration compliance important? Can I live anywhere I want without being concerned about safety? Why shouldn’t I negotiate my own lease?”
Corrective actions are not unfamiliar Walter Vermeeren tells us. “A lease agreement signed without DSP support is a typical example of this. We all know what can go wrong: from dodgy contracts, overpaying for a property or landlords who refuse to take care of essential repairs, by bypassing professional support, millennials can be left disappointed from the moment they arrive in their new home country. Situations like these usually mean the relocation service provider has to step in and fix things after the fact. Equally, it’s not much fun for the millennial who has to ask for emergency support. All this can also end up costing the employer a much higher service fee than anticipated.”
“The emergence of technology designed to support low cost moves is creating a shift in services. Yes, you can move more cheaply and find your own apartment quite easily, but you have to factor in human support in order to advise the millennial employee on the more practical side of things.” – Lisa Johnson, Crown World Mobility
Troubleshooting the Gap
Even so, we are dealing with actual physical human beings and a gap between brain and technology, let alone the detailed and specialist knowledge on vital components to a move abroad, such as immigration. This means that problem solving will probably continue to form a substantial part of the job. Adjusting your services and communication to the specific needs of your clients will surely help to minimize the number of hours spent troubleshooting.
Ensuring a smooth relocation for your clients will (for a part) hinge on how you deliver your services to the client. “With millennials you are best off offering a list of services from which they can choose, with a few mandatory services on the list. And the service list cannot be changed for a financial benefit if they don’t use it,” says Walter Vermeeren. “Start compiling your list by talking to millennials and finding out what it is that they really expect. DSP’s should work with their customers to develop this itemised service list. Try to be as pro-active as you can be, think about what you can provide and what the customer might want you to provide. And communication really works best using modern technology. Keep it fast, short and simple!”
“Use apps, timelines, texts and infographics instead of the typical HR policy document,” Lisa Johnson adds. “Information across the board is being produced and shared in new ways. Uber is a great example of getting what you need when you need it, just as airbnb is. I believe we’ll see a general shift where for example housing options are presented in a way not dissimilar to the airbnb model. And it’s not just the millennials who see the benefits of these technological changes; society at large is coming to rely quite heavily on these visually pleasing and easy to use applications, whatever their form or function. At the same time, technology is shifting faster than guidelines and security measures, so there are some very realistic concerns around these ‘uber mobility’ solutions that will need to be addressed.”
When asked how he sees the future of relocation services, Walter Vermeeren tells us that “The millennials will grow older, which means we’ll likely find that expectations and services required will level out somewhat. But don’t forget that the next generation is hot on their heels: the Z-generation or i-Generation, the digital natives. They’ll expect even more online and highly personalised services through all the media they use (TV, Smartphone, PC, Smartwatch and other things to come, 24/7!). This is a generation that likes to share goods and so co-housing will become more of an option, and a service where DSP’s can add value. This Z-generation was not financially pampered and is growing up in a very uncertain environment. They will be looking for more certainty, which is where DSP’s come in by once again providing guaranteed services and support.”
Lisa Johnson has a more philosophical approach to the future of relocation services: “Every company is aware of the fact that the majority of employees today are millennials and that they are driving certain shifts around career paths and experiences. They want work to be meaningful, have time for activities outside of work or want to be sure they can work for a company that does meaningful things. We will all benefit from these attitudes.”
Computers, tablets, gaming consoles and smartphones are firmly embedded in our everyday lives. White papers by Crown Relocations, Xonex and Living Abroad teach us that:
1 – one of the greatest values of relocation technology is its ability to deliver pre-assignment resources to candidates through multiple platforms;
2 – tools should be streamlined, allow 24/7 access, reduce disruption, and offset problems in the new location. All of these features add up to faster assimilation into a new location, with less employee and family stress;
3 – relocation technology should be easy to use, must be fully functional on mobile platforms, giving an assignee greater convenience, connectivity and control of their relocation process.
There is a clear consensus that the volume of workers is expected to keep climbing. A strong majority of employers indicates the number of mobile employees in their organisations will increase or stay the same. As many as 89% of organizations indicated they plan to increase their mobile workers in the next two years according to PwC’s “Moving People with Purpose – Modern Mobility Survey 2014”.
Talent gaps continue to be cited as the top motivator for moving employees abroad with as many as one in three (34%) employers cited as “having trouble filling key positions.” (Moving People to Work) The dynamics are also changing. The profile of the Western senior executive being sent to explore foreign market opportunities is long replaced with a more complex, horizontal portrait.
“Talent management has become a headache for CEOs, with only 30% saying that they have the talent they need to fulfill their future growth ambitions.” (Talent Mobility 2020)
Employers also cite market expansion as a key driver for sending employees abroad. While this was also true in the past, the opportunities and barriers of market expansion have evolved. The balance between developed and emerging markets is shifting; while Western economies continue to send employees to emerging markets in droves, mobile employees from emerging markets are going not only to more developed countries but to other developing markets too.
“Nearly half of firms (45%) indicate some form of expansion impacted their relocation volumes.” (Corporate Relocation Survey Results)
“[Mobility professionals] regard new market growth as the principal driver behind the growing need for global mobility (60%).” (Strategic Global Mobility)
Successful organisations are planning for their futures by making sure their high-potential employees develop a global mindset through international experience. They will have to be comfortable leading colleagues, and pursuing market opportunities, from very different corners of the world. International experiences are seen as opportunities to build intangible leadership skills.
Attract and Fulfill
A key evolution is that employees themselves are asking for international assignments. It is not lost on the broader talent base that global experiences have become a stepping stone to promotion and mandatory for senior leadership. While previous generations held mixed views regarding the personal value of international work, millennials in particular are increasingly requesting these assignments. International posts, then, are a key tool in the global contest for young talent.
The millennial generation will make up 50% of the workforce in less than a decade and a recent study by PricewaterhouseCoopers (PwC) reports that of 4000 millennial generation survey participants, 80% state that they want to work outside of their home country at some point during their career. It will be seen as a rite of passage.
Global economic confidence has hardly recovered from recent effects of the European debt crisis, let alone the global economic crash of 2008-2009, and cost management continues to place pressure on mobility professionals. This pressure isn’t slowing mobility volumes or even shrinking budgets, but is driving managers to more clearly demonstrate effective management and return on investment.
Changing tax requirements and government regulations are quickly becoming the top risk faced by global employers. Governments in every corner of the world are ramping up pressure around enforcement of these regulations. As compliance becomes increasingly complex and increasingly important, employers appear to be increasing the levels of outsourcing this work to external consultants. Despite this rising need, many companies are facing avoidable penalties for non-compliance.
“Over-regulation is cited by 78% as a concern.” (Global CEO Survey)
“Some 40% of respondents reported that they did not have a formal risk control framework to monitor payroll tax and social security compliance, with 64% reporting they incurred avoidable penalties for non-compliance in 2012.” (Global Mobility Effectiveness)
Steven Cryne concludes that there are four important key trends that can be taken from the various reports:
(1) flexible program design as a result of a globalised talent pool, shifting employee demographics and demands; (2) increasingly strategic role for mobility in the organisation; (3) heightened focus and expertise in ROI and data analytics; and (4) more collaboration between business and government on labour regulations.
1. Global Talent Pool and Option Diversity
We are likely to continue to see an increasing variety in the types of assignments and policies, which is being driven by a number of factors. Cost pressures are driving employers to consider less expensive options for mobilising talent, ranging from short-term assignments and employing regional staff to virtual teams and “local plus” packages. Technology is making these different options easier to manage and demand from employees, especially millennials, is also driving flexibility.
2. Integrating Talent Mobility in Organisational Strategy
As the value proposition of mobility shifts, so might its role in the organisation. Mobility professionals and consultancies are all advocating for mobility to play a more strategic role and to become embedded in a diverse range of activities, playing a broader role in human resources.
3. Proving Return on Investment Becomes Crucial
All surveys that asked about tracking, evaluating, and other elements related to ROI clearly show organisations are not excelling in this area. “95% of companies don’t measure international assignment ROI… respondents simply are not sure how to do so” (Mindful Mobility).
“Three in four respondents expect to be measuring return on investment from mobility in two years’ time, compared with just 9% who do this today. Fewer say they can accurately quantify the cost of their programme. Even by 2017, only around half (49%) expect to be able to do this accurately.” (Moving People with Purpose)
4. Increased Government Collaboration
Employers have not been passive in response to heightened pressure over government regulations and compliance requirements. Even when their governments do not see it, employers know that mobile labour is a national economic advantage. Developed countries with ageing populations will become less dependent on domestic labour and employers – and associations – are helping them to recognise it.
“Indeed, 44% of CEOs plan to work with their governments to develop a skilled and adaptable workforce over the next three years. Twenty-seven percent want to collaborate with government to create a more competitive and efficient tax system.” (Global CEO Survey)
For the full presentation, please contact EuRA.
“This machine is not a space ship; it’s a time machine. It takes us to a place where we ache to go again. It lets us travel the way a child travels: round and around and back home again to a place we know we are loved.”
The compelling ‘Mad Men’ character Don Draper, creative director at a New York advertising company, pitches a campaign for a slide carousel to Kodak. While projecting pictures of his family and reminiscing on his mentor, he smartly interweaves his personal story with Kodak’s new technology and their wish to become a household name.
In every season of the Emmy Award winning television series one pitch stands out. The common denominator is the personal experience that helps sell a product. In Don Drapers words: “Trying to establish a deeper bond with the product – it’s delicate but potent.” Or, as Peggy Olson puts it during a pitch for Burger Chef: “Every great ad tells a story.”
And although we’re referencing a drama series, the show’s appeal lies in how relatable not only the characters are, but the stories they are selling too. People tell business stories to communicate and connect with employees, customers, colleagues, partners, suppliers, and the media. Business stories differ from regular stories, in that you tell them with an objective, goal, or desired outcome in mind, rather than for entertainment.
When you tell a story well, it can create an intense, personal connection between your audience and your message. Effective stories can change our opinions, they can inspire us to achieve goals that we didn’t think were possible, and they can show us how we can change things for the better.
Things to Sell and Stories to Tell
“Entertainment and corporate communications have intertwined for as long as there have been things to sell and stories to tell,” writes Alan Berkson from Freshdesk in a zdnet.com blogpost.
If traditional advertising is dead, brand storytelling is experiencing a meteoric rise, proving that although times may change, human nature does not. The easiest way to someone’s heart is through a perceived personal connection. Whether it’s your ‘about us’ page, your Twitter feed, LinkedIn profile or Facebook page – even the tone of voice of your internal communications – your ‘story’ is what turns your stakeholders into believers. Authentic, transparent and relevant communication holds the key to your success.
Thankfully, great communication isn’t exactly rocket science. From your clients and suppliers right down to your team members, you’ve already built a relationship. Strengthening that bond is simply a matter of combining all the ingredients you already have lying around to create your narrative:
mission + vision + values + strategy = brand story
In Alan Berkson’s words: “It’s what your company stands for, and how it’s making the world a better place. It’s a story that comprises your strengths AND your weaknesses.”
According to Incite’s Summit White Paper 2016 on Corporate Storytelling “your brand story extends beyond your marketing campaign and defines your company holistically. People buy into that story, not your product. They are alienated when you don’t live up to that story, and they are increasingly loyal and passionate when you do. Customers have plenty of choice nowadays. Yours is not the only option. You want them to choose to associate with you, not the competition.”
And it’s not just customers either, employees too want to know the ‘why’ of the company they work in, they want to feel connected and inspired. Chances are you chose your employees and suppliers conscientiously and without them your business wouldn’t be the same. By making them an important part of your narrative you are able to show how much you value and appreciate them.
“It [storytelling] is especially useful for leaders, for example when leading people into the future, taking them through change, influencing, unifying people towards a common purpose, transmitting values, motivating and inspiring. Incorporating stories into your messages helps to develop a shared sense of identity.” says Vera Woodhead, coach and brand developer, on allthingsic.com.
Some more sound advice from Alan Berkson: “Companies and their brand managers need to come to terms with the reality that they are no longer the only voices in the conversation. It begins with listening. You need to have the right tools and processes in place to hear and, most importantly, understand the consumer and then weave them into you corporate story. [That story] needs to be infused into everything, from marketing, PR and customer service, to HR, product development.”
It’s easy to miss an opportunity to connect so you want to be both selective and aware of your approach. In order to engage your audience your message needs to be concise, memorable, understandable, differentiating. A proper strategy is key. Your story is made up of different elements and not all of those are suitable for every channel. Once you’ve formulated your story and plan of action it’s time to share your message wherever, whenever you can.
We’ve all been there: we’ve dedicated time to keeping our lines of communication open, have raved about our great new services and special offers to clients and have shared our best photographs and most titillating insights on social media, only to find that we’ve failed to garner the reactions that we were hoping for. Our audience has failed to connect, our message has simply passed them by.
In fact, it’s your corporate storyline that ties everything together and not making use of what you already have is quite simply a missed opportunity. In order to build a dedicated following you need to make sure that your narrative holds across the many communication channels you utilise.
Messages have to reflect your vision in order to stand out from the crowd. Simply reposting interesting articles that are relevant to your field of business won’t do anymore. Where is your company’s view on the matter? Why should people care what you’re up to? What does your team have say? Get your story straight and your audience will start feeling that personal connection you’ve been seeking.
Not everyone gets away with Don Draper’s charades, but if you stay aware of pitfalls and keep it real, your story will surely be one of success.
Our top picks from Incite’s White Paper:
1. Determine where your brand story will come from. The main lesson here? Don’t manufacture something from nothing. Pick something you’re already doing. This can be aspirational (a “campaign for real beauty”), it can be a legacy point (the rich history of…), it can be based on sustainability and corporate responsibility, or it can come from your employees.
2. Don’t tell it yourself. This is beyond marketing and communications. You want to accentuate a message that’s already out there. Twenty percent of marketers say customers have more power to define your brand than anyone else. Your employees are a good bet, too.
3. Make sure you can tell it persuasively. If you’re going to ascribe the responsibility to tell the story to employees instead of the marketing and communications departments, you’ll need a different set of processes to sign off. You can’t strangle a story by running it past legal every time you have an opportunity to propagate it.
4. Ensure that this is for the long term. A brand story is most emphatically not a campaign with an end date. It’s far more wide-reaching than that. You need to plan further ahead and build foundations that last longer than any typical marketing campaign planning process you’ve done before. That means getting employee buy-in (which is why we talk not about creating a story, but about accentuating an existing one). This isn’t a paint job – it’s something people sign up for.
5. Use the story with more than just your customer base. Your brand story will help engage and build morale with your workforce, too. Use it to do so.
Master of the Universe
Where last year content was king, this year it has officially become Master of the Universe. Keyword-laden websites and articles have been in the doghouse ever since Google’s 2011 Panda update, and with the rolling-out of the Hummingbird platform in 2013 even more attention is being paid to each word in a query, ensuring that the whole query – the whole sentence or conversation or meaning – is taken into account, rather than just particular words. The idea being that pages matching the meaning do better in search engines, rather than pages matching just a few words. This has put the onus squarely on producing relevant, interesting content that engages audiences across the board.
Additionally, consumers have become significantly better at spotting the meaninglessness of ‘cheap’ content, recognizing a lack of purpose in your message within seconds and excluding you from the content they wish to consume. Sharper positioning of your brand, the focus of your message, cutting through the clutter, condensed and more to-the-point content is the key to communicating online in 2016. Connecting your inner value system holistically with your audience will increasingly provide guidance and direction for how you create your content: authentic, engaging and from the inside out.
Another big trend in the world of corporate communications is brand storytelling. According to the Brand Storytelling Report 2015 by Headstream, more than a half of consumers are more likely to buy a product if they really love the brand story. People want to hear stories about real humans, stories they can relate to. Relevant stories that speak to consumers make brands meaningful. On top of that, they can go viral, giving brands organic recommendations that are more trustworthy than any other corporate messages. Emotional marketing helps businesses to stand out in the highly competitive market.
Apple, for example, don’t sell computers. They offer a way of thinking and a challenge to the status quo by making their products beautifully designed, simple to use, and user-friendly. It just so happens that they fulfil this vision by making computers. Coke doesn’t sell softdrinks, they offer happiness, Samsung doesn’t sell mobile phones, they give you emotions and moments. Redefining your marketing strategy in 2016 can change the way people perceive your brand and bring them around to your offer.
Rise of the Social Influencer
That said, customers often trust peer recommendations more than a company’s sales message and curating user generated content (UGC) will become an increasingly important marketing activity. Internet users are more willing to trust a favourite blogger rather than a recommendation from a brand, making bloggers and other social influencers exceptionally powerful in the shaping of consumer opinions. Of course, word of mouth has always been a valuable source for customer acquisition and retention. However, with social media development it moved to a different level.
The traditional sales message is not the only way to gain attention for your brand as we move beyond the traditional publisher/advertiser relationship in 2016. By sponsoring great content, wherever it lives, brands are no longer reliant on display ads and banners to generate awareness. Instead, they can be associated with genuinely engaging videos, imagery and interactives which work on the platforms their audiences are using. Sponsoring content associates a brand with the site and topic at hand. Native advertising allows brands to develop their own content which looks and feels like a piece of journalism.
We’ll also see more companies partnering with industry peers and organisations with common goals to share know-ledge, start conversations, work on projects and campaigns together, and to generally increase the breadth of communications within the world they operate in.
Hot on the brand story’s heels is the increasing priority of thought leadership. Thought leadership is a newer marketing trend where business leaders and companies position themselves as experts in their area of business, which in turn serves as a great framework for related PR tactics and campaigns. From the publishing of white papers to appearing as a keynote speaker or putting yourself out there on LinkedIn with well-written opinion pieces, thought leadership is fast becoming a great way to get yourself and your company noticed, so make sure you get your story straight, keep your content original and most of all, be engaging.
Continued Shift Towards Mobile
With more communication taking place over the web, traditional communication tools have become increasingly obsolete. In addition to ensuring your business contacts’ information is available at all times, the real benefits of mobile devices are seen in the applications that they run.
According to Techcrunch there are now over 2 billion deskless workers in the global workforce, outnumbering desk workers 3 to 1. Collaboration platforms and productivity applications are supporting this trend towards remote working by allowing staff members to conduct business on the go as long as they have internet access.
These types of tools give employees access to business data and CRM platforms via almost any mobile device. Thanks to the power and versatility of mobile platforms and devices, the increased adoption of enterprise mobility is able to continue without hindering any business processes or negatively impacting employee performance.
Increased Reliance on Cloud-Based Solutions
This increased mobility provides an opportunity for cloud-based communication solutions to prove their worth. Many companies are already employing cloud technology because of its reduced cost and easy implementation. However, leveraging this technology’s capabilities will become necessary for companies who want to remain competitive.
Hosted real-time communications provide a superior business communication solution and integrating this technology with existing CRM software gives client-facing employees, such as sales staff, customer representatives, or office executives, a single place to access client data to manage customer interactions seamlessly. This level of service enhances customer experience while improving business efficiency. It also offers the added benefit of allowing employees to log onto the back-end systems on any device, even if their company-issued hardware is not accessible at that time.
Bigger Emphasis Placed on Enterprise and Cloud Security
While this notion is nothing new, maintaining enterprise-grade security will be as important as ever in 2016. With organizations continuing to migrate towards mobile and cloud solutions, the increased number of associated devices means more potential breakpoints.
Recent high-profile cyber-attacks have highlighted just how exposed any system network can be. The technological progress that continues to provide us with new business tools means that new opportunities continually arise for hackers. Each new technology has its vulnerabilities that must be identified and secured, and the rapidly-changing threats to communication applications require dedicated efforts to ensure the continued integrity of sensitive business communications.
And finally, we predict this won’t be the last set of trend predictions you come across this year!
Sources: smartinsights.com; newsweaver.com; tech.co;
addison-group.net; forbes.com; cotap.com; headstream.com; brandaffairs.com; hotwire.pr.us