In a world of hybrid working, app overload has become a reality.
We’re more connected than ever, but the flow of information can be overwhelming. Cellphone notifications, web ads, news and social media updates – the list is endless. Want a puppy? There’s probably an app for that too! Amidst a surplus of technology, we are facing workplace chaos. But a one-platform solution could deliver productive zen.
The COVID-19 pandemic presented businesses with unprecedented challenges. But along with these came opportunities.
SMB Directions for the Future of Work
App-hazard communication
Disparate business apps intended to streamline workflows have sparked an app overload that undermines and drains productivity.
35
different tools are used by the average worker
1,100
times a day employees juggle back and forth between apps
2/3
of employees say they lose an hour each day to app toggling
Restoring zen
through a single solution
68
%
57
%
In our new hybrid working environment,
apps are key to communication.
rely
‘somewhat more’
business communications and collaboration tools since Covid-19
‘much more’
or
on
say voice calls through an
app, team messaging,
communicate and provide a way for multiple people to connect at the same time
video calls
and
phone calls
are the best ways to
Having one platform to rule all apps is the future of workplace collaboration.
currently use more than
one communication and collaboration tool
YES
NO
21%
79%
agree that access to a messaging platform, voice calling and video meetings in one app is ideal
YES
NO
17%
83%
would rather use
just one tool
YES
NO
50%
50%
would rather use
just one tool
YES
NO
50%
50%
currently use more than
one communication and collaboration tool
YES
NO
21%
79%
agree that access to a messaging platform, voice calling and video meetings in one app is ideal
YES
NO
17%
83%
One vendor,
one tool, one bill
Partnering with a single vendor for all communications:
Achieve workplace zen and overcome the chaos of app overload with a unified user-experience, that allows focus, productivity and gives employees the freedom to work in the flow.
Increases ROI
Reduces TCO
Reduces admin
Increases available time
The benefits of a single communications platform
Time savings
Fortify your business with RingCentral MVP
SM
Are you ready to make hybrid working work for your business? RingCentral’s Message Video Phone MVP
Click on the team below to reveal key benefits:
Enables employees to communicate anywhere,
in any mode on any device
Unlocks team potential
through an all-in-one solution
Delivers the cost savings
and convenience of one supplier
As the leading UCaaS solution, upgrading to
RingCentral MVP fortifies businesses for long-term success and prepares for the evolution of hybrid working.
SM
Why upgrade to
RingCentral MVP
SM
RingCentral MVP seamlessly unleashes the power of cloud business communications through:
SM
250
+
app integrations
For everyday productivity
99.999
%
uptime
For unmatched reliability
110
+
countries
For an extensive global footprint
7
layers of protection
For business security
Organizations that utilize RingCentral’s
MVP single-solution typically see
22
%
27
%
50
%
33
%
52
%
52
%
increase
in ROI
33
%
increase in employee productivity
50
%
increase in employee satisfaction
27
%
increase in average revenue growth
22
%
decrease in telecommunications cost
Mitel + RingCentral MVP = #1 partnership
TM
There has never been a better time for Mitel customers to migrate to RingCentral™. RingCentral™ and Mitel make migrating to cloud communications simple and hassle-free.
migrating to cloud
Migration cost saving incentives
communications simple
Waiver of early termination fees
Up to 3 months free service
Special pricing
Available for a limited time
Protect your investment in phones
Deliver a consistent user experience with minimal training
Keep your existing Mitel phones
Or choose another Ring MVP compatible device
Effective migration to minimize business disruption
Streamlined configuration of RingCentral MVP
Current network mapping
Organize phone numbers, user information and call flow settings
Move your business to the #1 cloud communications and collaboration solution, RingCentral MVP at no additional cost with Mitel support.
currently use more than
one communication and collaboration tool
YES
NO
21%
79%
currently use more than
one communication and collaboration tool
YES
NO
21%
79%
agree that access to a messaging platform, voice calling and video meetings in one app is ideal
YES
NO
17%
83%
agree that access to a messaging platform, voice calling and video meetings in one app is ideal
YES
NO
17%
83%
would rather use
just one tool
YES
NO
50%
50%
would rather use
just one tool
YES
NO
50%
50%
currently use more than
one communication and collaboration tool
YES
NO
21%
79%
currently use more than
one communication and collaboration tool
YES
NO
21%
79%
agree that access to a messaging platform, voice calling and video meetings in one app is ideal
YES
NO
17%
83%
agree that access to a messaging platform, voice calling and video meetings in one app is ideal
YES
NO
17%
83%
would rather use
just one tool
YES
NO
50%
50%
would rather use
just one tool
YES
NO
50%
50%
currently use more than
one communication and collaboration tool
YES
NO
21%
79%
currently use more than
one communication and collaboration tool
YES
NO
21%
79%
would rather use
just one tool
YES
NO
50%
50%
would rather use
just one tool
YES
NO
50%
50%
Increased organization and productivity
A feeling of control
Better communication
SM
®
®
Ready for an upgrade?
SMB Directions for the Future of Work
Staffing and HR Trends
SMB Group’s
SMB Directions for the Future of Work
study
examined this in detail by surveying small and mid-sized businesses to understand how they are reshaping workplace and workforce practices to meet these challenges, and how technology factors
into their plans.
The new
People Landscape
The employer/employee power balance has shifted
As the balance of power shifts from employers to employees, SMBs have had to adjust, recalibrate, and provide employees with more flexibility in order to recruit and retain the talent they need to
survive and thrive.
The focus has moved on from survival
In the early part of the pandemic, many actions were reactive. Quick decisions had to be made, often resulting in disjointed technologies and overly complex processes.
SMBs that want to succeed and compete on this side of the pandemic should look beyond short-term recovery.
Now is the time to plan your long-term strategy and decide how your business will work today and in the future.
Now it’s time to think longer-term
The best way to increase customer engagement is to increase employee engagement, meaning that the employee experience is more important than ever. This will challenge businesses to find creative ways of meeting the evolving needs of their employees – present and future.
Consider how you’ll attract and retain
great employees
Today, everyone in your organisation needs a customer-centric mindset, whether they are a front-line worker interacting with customers or a back-office knowledge worker in HR or finance.
And win and keep great customers
SMB’s Top HR
Challenges
The new employee/employer power balance dominates SMB’s thinking on HR issues right now.
Sourcing/hiring qualified employees
42%
Improving employee productivity
40%
Retaining employees
40%
SHOW MORE
Two-thirds of SMBs worry about finding and retaining talent due to the ‘Great Migration’ and huge levels of churn in the jobs market
Click a button to see further details for each hurdle
Plans to hire employees and contractors
The impact of talent shortages
Likeliness of hiring
Hiring Hurdles
Overcoming
Meeting People’s
Great Expectations
Employees’ expectations have changed post-pandemic. The #1 ask from job seekers is flexibility.
82% of employees said they’d be more loyal and less likely to leave if they had more flexible jobs.
How are SMEs adapting to the demands of employees and candidates?
55%
We have a strategy in place to support more flexible workplace options
33%
We are developing a strategy to support more flexible workplace options
8%
We plan to develop a strategy to support more flexible workplace options
4%
We don’t have or plan to develop a strategy to support more flexible workplace options
How Top Tech Helps You Attract and Retain
Top Talent
Developing and Measuring New
Talent Acquisition Strategies
SMBs are finding smart new ways to attract, recruit and retain employees. The techniques they’re using are achieving very positive results.
Click a button to see further details for each strategy
Offering remote and hybrid working is very appealing
How Top Tech Helps
Increase Job Satisfaction
US-based not-for-profit NWEA previously used a patchwork of communication and meeting apps to connect with
colleagues and customers.
Then they switched to a single cloud-based collaboration platform from Mitel.
“
”
We’re all enjoying RingCentral MVP, because it’s just so easy and everything works.
Marc Junker,
Director of IT, NWEA
READ THE CASE STUDY
As SMBs look ahead, their workplace locations will remain in flux
%
of SMBs expect that the percentage of remote workers will increase in the next year
of SMBs expect that the percentage of hybrid workers will increase in the next year
of SMBs expect that the percentage of workers working only from a company location will increase in the next year
the Recruitment Net
Widening
SMBs of all sizes are thinking creatively about recruitment and are seeking talent from many different sources
100–249
employees
50–99
employees
20–49
employees
10–19
employees
5–9
employees
3–4
employees
Referrals from employees partners, etc.
Use the carousel to see the breakdown per source
With the Right People
and the Right Tools,
the Future Looks Bright
By putting employee experience at the centre of their evolved business strategies, and by using technology to engage and empower their people, SMBs will be much better equipped to meet their staffing and business goals.
Next steps:
Discover how your business can navigate today’s uncertain times and plan for a bright and prosperous long-term future.
DOWNLOAD THE EBOOK
Now is the time to plan the future of your business communications. Contact us today at
CONTACT US
www.mitel.com
Now is the time to plan the future of your business communications. Contact us today at
or call
844.YES.MITEL.
Providing competitive salary/benefits
38%
Improving employee engagement
30%
Reskilling/upskilling people
29%
Adjusting compensation based on employee work location
25%
Meeting compliance/regulatory requirements
23%
Show less
When asked how concerned they felt about the impact of talent shortages on their businesses in the next year, over 50% saw this as an issue.
Not very concerned
15%
Neutral
22%
Somewhat concerned
31%
Very concerned
26%
The impact of talent shortages
Plans to hire employees and contractors
However, SMBs still plan to hire employees and contractors.
72%
are confident they will meet their hiring goals
63%
have more job openings than usual
56%
plan to hire employees
39%
plan to hire contractors
Likeliness of hiring
The larger the business, the more likely they are to be hiring.
100–249 employees
50–99 employees
20–49 employees
10–19 employees
5–9 employees
3–4 employees
Hire internal salaried employees/Yes
Hire external contractors/Yes
SMBs are offering attractive new perks
SMBs are offering attractive new perks
Offer more flexible work hours
Provide more opportunity for career advancement
Raise salaries
Provide more choice of where to work
Increase child/senior care benefits
Increase vacation time
Offer tuition reimbursement
Lower/remove job requirements
Offer commuter benefits
Have implemented
Planning to implement
No plans to implement
Don’t know
New recruitment strategies are working well
of SMBs that have implemented these changes rate them as extremely/somewhat valuable in improving employee recruitment and retention
New recruitment strategies are working well
+
%
Offering remote and hybrid working is very appealing
Effect on retention
Effect on productivity
Higher
The same
Lower
Don’t know
Social networks (Facebook, LinkedIn, Twitter, etc.)
Professional (external) recruitment firms
Gig economy job sites (e.g., Upwork, Fiverr, etc.)
Internal recruiters
Networking at events
Career sites and job boards. (e.g., Indeed, Monster, etc.)
%
%
IG-983981-R2207-EN
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