5 Tips for digitization

The digital transformation requires a new corporate culture. Unify recommends companies to deal intensively with the new way people work. Increasingly, employees are mobile and go about their tasks from different locations after.

Unify communications specialist sees digitization as one of the elementary stages of development for companies. How strong this change embossing the organization in the company, shows a degree of digital association Bitkom see according to which around three quarters of the companies surveyed, an acceleration in communicating with customers (79 %), or its own employees (75 %). According to the investigation flexibility (63 %) and efficiency (55 %) are also rising.

However, most decision-makers are also aware that the digital transformation requires a new corporate culture. Traditional working models would increasingly call into question. Employees want to be more flexible in order to bring private and professional life better balance can. Teams, groups or entire departments can be internationally composed and distributed over several continents. If companies want to keep their promise of digitization for all employees and the economic benefit for themselves, they should, according to Unify note the following points.

10 factors that spur the workers

Job satisfaction? For Generation Y, a key element in choosing an employer. A study now reveals which factors for workers count the most.

The good relationship with colleagues and the boss is the top motivator of the people in the job. 65 % of workers goes with more fun to work when they get along well with other employees and superiors. Opportunities for free time management spurs only at every other employee, in 2014 there were still two-thirds. These are the results the representative study "work motivation 2015" the Manpower Group. More than 1,000 citizens were questioned for over 18 years in the spring of 2015th.

Workers are more heavily loaded

Compared to last year decreases the approval of almost all the major motivating factors. "This fits in with our study on job satisfaction. This shows that workers on the job are generally less satisfied than in 2014, "says Herwarth Brune, CEO of Manpower Group. For working professionals, this is a sign of recovery of the economy: "The employees are currently busy strongly. In these stressful times their genuine and well-placed praise from the boss and the team cohesion are particularly motivating. "

The ten most important factors in the motivation of employees:

1. Good working relationship with colleagues and superiors:

The human factor counts: 65 % of respondents are more motivated in your job if you get along well with colleagues and bosses. 2014 were still 77 %.

IT outsourcing without layoffs

That an IT outsourcing must bring in the SME sector not personnel cutbacks with it, shows an example of laser welding technology specialists. The outsourcing was carried out hereม even in close cooperation with the employees. The result: a completely newly formed IT, which has grown also the future demands of the industry 4.0.

The occasion for the IT outsourcing at Ferro Forming was anything but pleasant: the end of 2013 the IT, which specializes in laser welding technology company had failed. The site could be several days not to call, e-mail traffic was paralyzed. The reason: Because of serious safety deficiencies, the systems had succumbed to a virus attack. The head of the company decided to completely re-establish the IT with the help of an external consultant. Targeted outsourcing security should be ensured, achieved cost savings and IT be better tailored to the company.

Counteract Anxiety

For the IT staff that decision was the cause for disquiet. They feared for their jobs and fell into a fearless attitude. Exactly this effect, however, was designed to avoid. Because the company's own experts have been and continue to be used. As an external consultant for IT topics Axxcon had to convey that instead of dismissing waiting for new challenges. In addition, the external consultant wanted to do as an interim manager in a few months again superfluous.

Those who recognize the feelings of employees properly deserves more

The Manager, who behave like a bull in are soon left behind and content standard. However, recognize the emotions of their employees, typically earn more than the coarse chunks. The scientists from the WHU - Otto Beisheim found School of Management.

The emotion recognition ability of people has a proven impact on their income. This is the result of a highly regarded study that Professor Jochen Menges of the WHU - Otto Beisheim School of Management has carried out together with researchers from the University of Bonn and Illinois State University.

Study aroused enormous media

"The better employees recognize feelings of others in organizations, the higher the annual salary of these employees. Emotion recognition skills are not only of interpersonal meaning, but also have an economic value, "explains Professor Jochen Menges, Professor of Leadership and Human Resource Management at WHU.

The study has since its release will get the best of all media coverage ever published in the Journal of Organizational Behavior article. "Emotion recognition is an economic success, but is often underestimated in its importance. Thus, our study does away now. Therefore, I am particularly pleased that our research results are such a large media attention, "says Menges. The findings not only provides Menges ago in an article, but also in a video on the website of the Journal of Organizational Behavior.

Concepts for the company's use of mobile devices

In more and more companies move mobile devices in the first place when it comes to further increase employee productivity. Finally, the processing power of smartphones is sufficient today to perform more complex enterprise applications. Most, however, it comes at the right app strategy.

Regardless of whether apps are provided for field service personnel or for academic staff, this development opens boosting productivity to place a lot of potential, even the most demanding applications and data to mobile devices of the user. Moreover, the idea of employees who are always online, extremely attractive for companies.
With all the positive aspects, however, need to be protected applications and content before an illegitimate use and dissemination. Two approaches have been established there to meet this challenge: the Mobile Device Management (MDM) with the control of the terminals used for corporate purposes and the Mobile Application Management (MAM) with policies for the use of applications. In both cases, these approaches focus ensuring the safety, the regulated access and distribution as well as the reliable closure of enterprise applications.

Because I Said So

CeBIT and WIN provide Women's Congress on the legs

Say "Yes". That was one of the key messages of the Congress "Women in Digital Business", which premiered at CeBIT this year. Both organizers and WIN CeBIT rejoiced over 100 women who had registered for participation and used the platform for a lively exchange of ideas.

"It was a very good decision to sign me here", this enthusiastic statement of a participant reflected the mood throughout the congress resist. And a good mood, there was good reason. In the event program offered a lot of variety. On the one hand there were three keynotes, the different aspects of digital life and illuminated leadership. In different groups, however, the participants were invited to discuss it. Why be active only a few women as founders? For example, was the issue of a so-called World Café. How to manage a team in the digital age?, another.

A special side effect of the discussion in the form of World Café was getting to know the participants among themselves. Could deepen this in the breaks. Thanks to a matchmaking app, the participants were able to each other "arrange". Who was interested in, for example, for the area of responsibility of a participant, or for their companies who met with her in the break. The aim of the Congress to create a women's network, you got away with it a big step closer, because this introductory version was used intensively.

Labor market study: The Head Hunter of IT

Fears of CIOs and CTOs to lose their best IT staff to competitors take to. The term "skills shortage" may be debatable, but the fear of losing good employees is, in fact risen year on year according to a survey.

Regardless of the question whether there is a shortage of skilled workers in the IT industry, more and more chefs fear of losing their best employees. This is the conclusion a recent labor market study commissioned by the staffing agency Robert Half Technology, at the 200 CIOs (Chief Information Officer) and CTO (Chief Technology Officer) took part in many countries. 79 % of CIOs and CTOs are in custody, losing in 2015 their most talented employees of competing firms.

Compared to last year this figure has increased dramatically in 2014 feared barely two-thirds (65 %) of IT managers - and thus 14 % less than it is today - the departure of their IT professionals.

Companies falter in employee retention

Which corporate culture prevails in your company? What is the working atmosphere? These issues, many executives out in the cold. Here are both important factors when it comes to long-term loyalty among employees.

Employee retention is for businesses, particularly in view of the looming shortage of skilled workers is of central importance. To speak in the current HR report 61 % of respondents said employee retention factor a very high or high importance. When top management is as high as 78 %. Yet companies still take far too few appropriate measures to keep their employees.

That in employee retention still exists a large discrepancy between expectations and reality, is the HR Report 2014/2015 with numbers. For the study with a focus on "leadership" surveyed the Institute for Employment and Employability (IBE) and the recruiter Hays 665 decision-makers and employees of companies.

Retirement at 70: A pioneering model?

The proposal by the Federal Employment Agency, flexible design the retirement age to 70 years, is highly controversial. The Institute for Applied Work Science (IFAA) holds the flexible extension of the retirement age from an ergonomic point of view for a large extent implemented.

Against the backdrop of demographic change and the consequent shortage of skilled workers, this flexibility may be another element to maintain the competitiveness of companies. For the employee provides an extensible extension of the retirement age, motivation, appreciation and employment. The Institute for Applied Work Science (IFAA) in Dusseldorf holds the flexible extension of the retirement age from an ergonomic point of view for a large extent implemented.

It is one of the biological and not the chronological age

"What counts in principle, is the biological and not the chronological age," argues Sibylle Adenauer, scientific expert of the IFAA. "This may vary from employee to employee. A trained 65-year-old is often fitter than an untrained 45-year-old, "adds Adenauer. The expert refers thereby not only the physical but also the mental fitness. This can be improved and sustained by mental training and lifelong learning. "Since there are no normalized older employees, there should be no blanket solutions. Instead, individual employee-specific solutions are needed ", Adenauer explained.

For industry 4.0 the things that bosses missing

71 % of companies are convinced that the role of leaders in the Age of Industry 4.0 is more important than ever. The ideal "boss 4.0" has to be above all an excellent communicator to employees and supervisors to view the company.

The problem is that the current leaders have loudly the first time raised "Industry 4.0 Index" in this field a lot of catching up. For the study, the consulting firm company surveyed 140 industrial companies in Germany commissioned.
Industry 4.0 unfolded only through strong communication executive’s full effect

"A new technology alone cannot lead. Even industry 4.0 is ultimately a tool that only through strong communication managers its full effect unfolds, "says Wilhelm Goschy, CEO of management consultancy Staufen AG. "All the more that managers come out of their comfort zones and have a local presence in the factory building is more important. That happens far too rarely. "