In this issue, we discuss evolving workplace issues and the challenges that arise with them. Along the way, we offer solutions that help our clients achieve success. As marketplace challenges continue to emerge, TCI always has your back…

Contact me today to discuss how TCI’s products and services can help your organization get more out of its technology investments – now and in the future.

Tom Cornbrooks, President (703) 321-3030 cornbrookst@tcicomm.com

Gen Zers and Alphas are digital natives — they’ve grown up alongside smartphones and tablets. They’ve always had information and communications tools at their fingertips and are incredibly comfortable experimenting with the latest technology and AI.

By the end of 2024, Gen Z will outnumber boomers in the workforce and are poised to overtake millennials by 2040. By the end of 2025, there will be two billion Alphas worldwide, making them the largest generation in history.

Driven by a sense of purpose, they’re more likely to take control of their careers, frequently switching companies or working multiple part-time roles to get the flexibility they desire.

As more and more members of Gen Z enter the workforce, they struggle to reconcile their expectations of work with those of their employers. Companies have concerns about Gen Z’s experience, professionalism, and work ethic, with 36% of hiring managers admitting to age bias regarding their youngest hires.

Years of remote school and work mean Gen Z may have some catching up to do when it comes to navigating the work landscape. However, professional language and business dress — once office staples — are no longer the status quo in the new workplace. The new approach to work is less traditional and a little more personal. Video conferences have become much more informal over the last few years, and other communication tools like team chats make work seem more like an extension of their everyday lives.

After spending so much time online, Gen Z is looking to gain experience in the physical office. In fact, 74% prefer a hybrid schedule, and only 11% prefer to stay completely remote. They’re looking forward to experiences that can’t be replicated online, like in-person collaboration, mentorship, and office culture.

Despite their managers’ concerns, 64% of Gen Zers say they like their jobs, and 81% believe they’re good workers. A lifetime on social media means they’re the most well-connected generation yet. The future Gen Z (and Alpha to come) workforce will be tightly knit, socially driven, and technologically advanced.

Although leaders may be concerned about hiring Gen Zers and Alphas, they should embrace their strengths. Given the right tools and the room to grow, these new tech-savvy and purpose-driven employees have the potential to propel businesses into the future.

As Gen Z and Gen Alpha begin their careers, organizations must develop strategies to set them up for success. To attract these younger generations, take advantage of their unique strengths, and turn them into a sophisticated, productive workforce, organizations should take these three steps:

1. Embrace Flexible Work Options - Gen Zers and Alphas value work-life balance and the ability to work on their terms. Businesses can attract and retain top young talent by embracing flexible schedules, remote or hybrid work models, and providing in-person collaboration opportunities.

2. Invest in Digital Tools and AI Integration - Generations Z and Alpha have grown up in a digital-first world, and companies should invest in robust, unified communications and collaboration platforms to meet their technological expectations. Features like AI capabilities, calendar integration, document management, and text-to-speech can enhance remote or hybrid work, streamline digital collaboration, and boost productivity.

3. Promote a Sense of Purpose - Younger generations value work that aligns with their values and has a positive social impact. Companies should focus on cultivating a workplace culture that emphasizes purpose, social responsibility, and opportunities for meaningful contributions.

By embracing tools and approaches that play to the younger generations’ skills and values, organizations can better prepare their newest employees for successful careers and future-proof their operations.

TCI designs, deploys, and supports communications tools and services that will connect your newest employees. Contact us today at (703) 321-3030 or GetHelp@tcicomm.com.

Infrastructure as a Service (IaaS) provided by TCI offers a simplified IT environment managed by our local experts. By opting for IaaS, you can streamline your operations and eliminate the complexities associated with purchasing and maintaining your own IT and network infrastructure.

You have the flexibility to retain control over specific aspects of your IT environment while entrusting TCI with the management of selected elements through IaaS. We offer end-to-end service, including:

From design and construction to testing, certification, and ongoing support, IaaS encompasses:

Instead of a significant upfront capital investment, TCI offers an affordable monthly subscription that covers all your connectivity requirements.

With 40+ years of certified networking experience, TCI has the technical and project management expertise to support your improved IT infrastructure.

Contact us today at (703) 321-3030 or GetHelp@tcicomm.com.

The world of telecommunications has undergone a significant transformation since the introduction of on-premises phone systems. The steady decline in fixed-line devices and the meteoric rise of mobile devices have rendered legacy 911 regulations, designed for a less mobile era, increasingly unsuitable for today's communications landscape.

Every day in the United States, 650,000 calls are placed to emergency response services. Approximately one-third of U.S. households now rely on mobile devices as their primary means of communication, and in many areas, up to 80% of these 911 calls originate from mobile devices. Additionally, the use of VoIP for emergency calling has grown dramatically.

To address these evolving challenges, two key federal laws have been enacted to strengthen 911 emergency calling:

As a business leader, it is crucial to ensure that your organization's telephone system and providers comply with these federal mandates. Additionally, many states have adopted their own 911 regulations, which you should also be aware of.

When planning to deploy a new telephone system, make certain that your providers' offerings meet the requirements set forth by Kari's Law and the RAY BAUM'S Act. By staying informed and proactive, you can ensure that your organization is prepared to provide the highest level of emergency response capabilities for your employees and customers.

Need help with E911 compliance? TCI experts are here to help at (703) 321-3030 or GetHelp@tcicomm.com.

TCI’s proven Financial Services Solutions allow you to differentiate yourself from the competition with communications, collaboration, and customer experience (CX) applications that result in better customer and employee interactions.

With an increasingly dispersed workforce, plus the need to often call on the expertise of finance specialists like mortgage advisors or insurance brokers, financial services institutions need the tools to deliver quick customer resolutions without causing delays.

A UC platform that pulls together widely used business tools, including desk and mobile phones, messaging, voicemail, audio, and web conferencing, as well as a contact center into one solution is crucial. It speeds up the exchange of information and cross-team collaboration, bringing people together to provide consensus and resolutions for the customer, regardless of location.

Let’s discuss new ways to serve your customers and compete in a rapidly changing marketplace. TCI experts are here to help: (703) 321-3030 or GetHelp@tcicomm.com.

The flexibility of remote and hybrid work scheduling has permanently changed the work landscape, but the new normal varies widely across different demographics and industries. Employees' ability and preference to work in person or on-site depends greatly on whether they’re given the support and technology — like unified communications tools — to work seamlessly in any location.

Despite all the attention around remote work, only about 15 million, or 10%, of Americans worked exclusively from home in March 2024. An additional 14 million worked hybrid schedules, while most employees were fully in-person. Notably, most employees (60%) with remote-capable jobs prefer a hybrid schedule.

Specific industries and positions are more naturally suited to remote work. Knowledge- or computer-based jobs can be done anywhere, while frontline and industrial workers must be on-site. Remote-friendly industries in 2024 are:

Due to the nature of these positions, remote and hybrid employees tend to have higher levels of education than workers whose jobs require them to be on-site. They also tend to be older and more established than their peers, drawing higher-than-average salaries.

Younger employees (who entered the workforce during the pandemic) are more likely to want to go to the office. They want to experience the benefits of in-person work, like socialization with coworkers, mentorship, and career opportunities. Meanwhile, Millennials and Gen Xers, who are more likely to have families, prefer the flexibility of hybrid work schedules.

While some jobs can be carried out anywhere, certain areas offer more support to digital nomads than others. The availability of flexible jobs varies widely depending on the State, with the Northeast and West Coast more likely to offer remote or hybrid work schedules than the South and Midwest.

As the new work model continues to evolve, companies in locations that foster flexibility and support their digital workforces will have a competitive advantage in attracting top talent.

Remote work has made the labor market more accessible to employees with disabilities, and the number of workers in this category has increased over the past few years. People with disabilities are 22% more likely to work entirely remotely than their colleagues without disabilities and are slightly more likely to have a hybrid work schedule.

Working from home allows employees with disabilities to focus on their jobs without the added mental and physical labor of navigating commutes or dealing with accessibility issues at the office. However, employers should still ensure employees have all the accommodations they need for equal opportunities at home and in person.

The new mode of working has allowed small business owners to address the role the office plays in their operations. Many have relocated to smaller offices or have gone permanently remote altogether. This flexibility allows them to meet with clients in different settings and attract a larger talent pool.

On the other hand, some industries - like smaller banks - are asking their employees to work in person, hoping to foster camaraderie in close quarters. Nearly one-third of small banks require their staff to be in the office full-time, compared to just 4% of banks with 5,000 or more employees. Consequently, employees might leave smaller firms for more flexible schedules at larger lenders.

Four years into the new work landscape, virtual meetings still have some room for improvement. Thirty percent of employees feel virtual meetings are less effective than those held in person, while 52% believe there’s no difference. Only 18% think virtual meetings are more effective.

However, with the right unified communications and collaboration tools to connect remote, hybrid, and on-site employees, the digital workspace can be a powerful place for colleagues to connect and create. An all-in-one collaboration platform with audio web conferencing, video calling, direct messaging, group chat, and file sharing fosters real-time collaboration across locations.

One of the most remote-friendly fields, customer service, benefits from omni-channel contact center platforms. With flexible deployment options and real-time dashboards that work on any device, agents can expertly assist clients from on-premises or virtual locations.

When implemented thoughtfully, these technologies enhance employee productivity, inclusion, and cohesion, ensuring every person can perform at their highest ability from any location.

TCI solutions can connect and empower your remote, hybrid, and in-person teams. Give us a call at (703) 321-3030 or GetHelp@tcicomm.com.