Businesses' increasing reliance on technology and automation to not just survive but also thrive has been evident over the last 18 months.

The cultural traits of an organisation were a natural victim in the initial rush to digitise processes, enable individuals to work remotely, and get more done with fewer hands. While algorithms sped things quickly, the lack of physical contact, as well as the problems of remote work, such as unfamiliarity with new partners, slowed things down.

If the likely future of work is going to be more remote or hybrid (less frequent visits to office wherever possible), the ways to hold up an organisation’s culture, and ensuring that every member of the team sticks to the values that define the company, are yet to be fortified.

Businesses have tried to replicate the office atmosphere in the form of Zoom gatherings, happy hours, and virtual onboarding sessions. The experience of these may be different from one firm to another. It takes years to evolve a company culture that values the well-being of the people, and fosters a feeling of belongingness in them. And it requires constant monitoring to protect it.

Future of Work

In light of this, we foresee businesses taking stock of employees’ needs via open communication. To ensure that productivity levels don’t wane over time and the employees keep feeling motivated, organizations need to continuously invest in their employees’ futures and provide them with opportunities and tools that would help them transition to another job or industry with ease or grow in the current one.

This intangible culture of an organisation is crucial to create a sense of belongingness among employees. Here are some examples of how technology can be utilised to develop, strengthen, or change the culture of your company:

1. Collect and disseminate up-to-date, accurate data

A department head can use space utilisation software to quickly obtain a better picture of her team's work patterns — where they work and how they connect with other teams – without having to go via HR, IT, or CRE (or some combination of those departments).

A hiring manager may access all of a candidate's information—resume, application, interview notes, and feedback—from any device. Decisions on hiring can then be made more quickly.

2. Obtain and provide feedback

Instead of waiting for a yearly performance review, managers can use survey and goal-tracking tools to check in with staff more frequently.

Quick survey apps can be used by HR to capture employee sentiment or solicit feedback and suggestions. Employees can participate in "AMAs" (Ask Me Anything) sessions with management to ask and answer questions regarding the company's aims and activities.

3. The focus shifts from performance management to performance enablement

Technology should be used to make work more efficient. Employees are enabled to work in the most effective and productive manner possible by removing impediments using cost-cutting and time-logging apps.

4. Provide more options

Employees can work from home or on the road with the help of technology. If they can't be in the office during your working hours, they can "clock in" at a time that is more convenient for them.

Some businesses are opting for technology that is source-agnostic, modular, and networked rather than all-encompassing enterprise systems. For example, an efficient workplace optimization system may gather data from a variety of sources, evaluate it, and turn it into actionable information.

(This is a slightly modified version of an article originally published in Business Insider. The original article can be found at