One in five (20%) UK workers reported that tech-related stress caused them to experience mood swings or irritability at home. The same proportion (20%) reporting having lost sleep over stress caused by workplace technology. The findings were as a result of surveying 1,200 UK workers using Opinium, earlier this year.
To reduce workplace tech-related stress, HR leaders must acknowledge that not all employees have the same level of tech literacy, stated Matt Pepper, WalkMe's business transformation leader.
He told HR magazine: “Individual employees have different backgrounds, needs and preferences, so employers need to provide a personalised IT experience, not a cookie-cutter one.
“HR leaders need to remember the ‘E’ in DEI, which stands for ‘equity’, not ‘equality’. Not everyone is equally competent or comfortable using everyday software and apps, whether it's due to technology experience, aptitude, or the opportunities they’ve had in life. HR leaders need to factor in this gap in digital dexterity, assessing whether employees are given the proper support to use software and apps to truly thrive.”
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HR leaders should also check in regularly with their staff, advised Lauren Hine, chief for UK marketing and alliances at digital skills provider AND Digital.
Hine told HR magazine: “Tackling tech-related stress starts with a pulse check among staff, regular surveys and check-ins to pinpoint where employees are struggling with digital tools. From there, HR and IT teams can collaborate to simplify user experiences and break down barriers to ensure that technology is truly supporting staff, rather than hindering them.
“Digital training must also evolve. It’s not enough to deliver one-off sessions when new systems are launched. Employees need access to on-demand, real-time resources that take them where they are, from digital walkthroughs to short videos and peer support. Normalising digital learning, acknowledging challenges and creating a space for feedback all contribute to reducing the stress around tech struggles.”
Researchers from WalkMe found that 10% of UK workers have considered quitting their job due to stress caused by work IT. The same proportion reported having had arguments with their families or partners due to this stress.
WalkMe's research also suggested that UK employees are using up to 100 digital applications a day at work.
HR and IT departments can better collaborate to provide technology training for employees, stated Steve Wright, managing director of consultancy OurHRpeople. This can include developing a strategic plan, tailored training programmes and process evaluation, he advised.
Speaking to HR magazine, Wright said: “Joint steering committees can oversee tech training and support initiatives. [HR and IT should] develop a strategic plan that aligns with the organisation's technological needs and employee skill gaps.
“Collaborate to create role-specific training modules that address the precise needs of different departments. Incorporate practical, hands-on training that empowers employees to use workplace technology effectively. IT can provide the technical expertise, and HR can provide the expertise on how to teach adults.
“Regularly collect feedback from employees on the effectiveness of training programmes. IT can provide data on system usage, and support requests, that HR can use to evaluate training effectiveness.”
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Digital adoption platforms are also a good way to support employees in developing their tech skills, stated Pepper.
“IT departments need to focus on offering a consistent, contextual experience that guides individual users to take the right actions, at the right time, with the right tool," he said.
“Digital adoption platforms can highlight where staff are struggling with workflows even across applications, down to the level of individual clicks. This allows IT to make things as easy as possible for each employee, providing them with guidance to navigate software and apps in real time. For example, an employee struggling to use an app for filing expenses – say, someone whose previous workplace dealt in paper forms – can be guided through the app, while they’re using it, in the flow of work and in the context of the company's specific policies.”
Hine added: “Investing in better digital employee experience pays off for all parties in the long run, helping to boost wellbeing, engagement and retention. When people feel empowered and supported to use the tech at their disposal, they’re more confident, more productive and far less likely to carry tech stress home with them.”
