Seven ways to ensure your benefits technology is accessible to deskless workers

Our army of deskless workers need easy access to the benefits and products that matter to them the most. A drive for relevance, personalisation and speed should be at the heart of every effort we make to support them.

Digital Access 

Above all, the 21st-century deskless worker needs quick and simple access to their benefits. At the very least that means access to them via a mobile-responsive website and ideally also a native app with the two synced and working in tandem. This two-pronged digital approach provides a seamless experience, whether a worker is on their mobile on the factory floor, a PC in a break-out room, their phone on the bus home or using their tablet watching TV. Wherever they choose to log on, a digital platform gives deskless workers the same access to their benefits as any desk-based worker and, in that sense, levels the playing field. HR apps, like Hapi, provide quick access and product integration in the palm of an employee’s hand. 

Product Integration 

Over and above the advantages of accessing content, the integration that a digital platform provides is another game-changer. A deskless worker may need to quickly download a pension document, check pay slip information or find their latest discount vouchers. Being able to log in once and find all of that on the go – without needing multiple passwords – is essential.  

Personalisation 

Personalisation has become a major buzzword in HR but is particularly relevant to deskless workers because they often only have time to browse and search content which is pertinent to them. Targeted communications, and the ability to switch notifications on and off, meaning that deskless workers can opt-in to receive only those alerts they feel they need - the technology takes care of the rest by curating and triaging.  

Remote Support 

If a retail manager or factory worker needs to know something in relation to their pension or access a health and safety policy before moving a pallet of boxes, popping down the corridor or ringing HR is not an option, but an HR app can be just as helpful. Hitting a ‘Help’ button on their mobile can quickly link them through to a call centre, raise a ticket or initiate a chatbot or call-back function. First-line support might be a phone call or call-back. Second-line support might be sending some instructions or taking virtual remote control of a device, but the technology allows them to manage the flow.  

Using Data well 

It might be argued that managing data and data processes is relevant to everyone, but the clever use of data is particularly relevant in the deskless environment because of that same time issue. Simply by performing a login and selecting preferences or entering details, deskless workers supply their company with user information that enables targeted communications. Then, by monitoring how or when the employee engages with the platform, or which products and partner providers they use the most, companies can reinforce that use with reminders, or prompt them to try new or similar things. If you are deskless, a notification could be the difference between engagement and non-engagement. 

Through all of this, one central requirement is to allow people to give and receive data, which is now tightly regulated. From a data security point of view, workers will not use a platform if they do not trust it, and a well-built digital platform life HAPI is set up to protect employees’ sensitive data such as name, address, email, date of birth so that they can access all these services in the knowledge that their data is hosted securely and protected by company policies and procedures. 

Power of listening and feedback 

Deskless workers can often feel disempowered and disenfranchised and one of the questions we are often asked by company leaders and HR is “How can we find out what people want and value?” The key to this is a push-pull dynamic of workers being able to provide feedback and companies being set up in a way to effectively listen and act. HR apps can include simple feedback tools that can be personalised and tailored to each workforce. By connecting the unconnected and joining some of the dots between workers and head office, we can better satisfy a key demographic, many of whom are deskless. 

Education 

The last point is about education, education, and education: reinforcing to people – both online and offline - how they can access and use the platforms and benefits available to them. This can be achieved through a multitude of touch points throughout a worker’s employment life cycle, starting with the initial recruitment process, through onboarding and induction, as a part of CPD training and the review process. It might also be sign-posted through other digital communications, or initiatives taking place around health or financial wellbeing or a company’s EAP. Away from the purely digital space, good old-fashioned posters and leaflets also still work to great effect, signposting workers to content and services that are relevant to them back in that digital environment. Anywhere deskless workers encounter these products and services, they can be reminded about the technology, how to use it and how it can help them.  

Technology is developing all the time, making it easier for people of all ages to engage with the benefits that matter to them the most. HR apps are already providing quick access and product integration in the palm of an employee’s hand. Wearables and fitness apps are starting to drive even deeper use and understanding of people’s health and the tools available to enhance it. By staying informed and agile to change we can give our deskless workers the best possible chance to access and value their benefits.