How to pave the way to a sustainable telecoms strategy
When the council resurfaces the road outside your home – only to allow the gas board to dig it up again a week later to carry out scheduled maintenance – allegations of inefficiency and public sector myopia reverberate like a pneumatic drill. Yet many businesses seem happy to adopt the same patchwork approach to the development of their telecommunications infrastructure – and end up paying a high price for hitting the predictable potholes they encounter along the way.
The telecommunications requirements of modern businesses are broad. Organisations need a robust telecoms infrastructure to assure business continuity, effective customer communications and on-demand business intelligence. They also need to ensure their systems maintain internal connectivity, support productivity and protect employee health and safety. Moreover, as the number of remote, mobile and lone workers in the UK rises, and the number of businesses that operate across multiple sites grows, communication systems must also cross both organisational and geographical boundaries.
It’s not unusual for businesses to operate in departmental silos, particularly – though not exclusively – when working across large or multiple sites. This approach can be particularly prominent in the field of telecommunications where investment in specific equipment such as lone worker devices or internal pagers can seem entirely separate from a decision to implement a new enterprise-wide telecoms system. At a casual glance, one appears to be a relatively low-cost commodity purchase that meets immediate real-world needs, while the other is a strategic investment that should factor in longer-term considerations. In reality, however, these purchasing decisions sit side-by-side and should be taken holistically. When they’re not, the risk of wasting company resources quietly increases.
As we all know, the digital revolution has meant that the old communications roadmap has been ripped up and replaced with new mobile, wireless and immersive technologies. However, as new solutions emerge at a rapid pace and organisations’ existing systems either age or become unsupported, companies can sometimes be guilty of making new buying decisions based on old or familiar approaches. Worse still, some decisions are made without considering the changing landscape – both in terms of the evolving technological environment and, perhaps more crucially, the wider strategic objectives within their own organisations. The knock-on effect can be significant.
Consider the following hypothetical examples:
• The large teaching hospital where a lead clinician has orchestrated the purchase of a replacement pager system – while the Trust’s Board is poised to implement an organisation-wide Wi-Fi system to meet the national objective for paperless patient records.
• The multiple-site manufacturing firm where one plant has decided to maximise its healthy coverage by replacing its old DECT system with GSM – whilst another site is maintaining its radio system and a third is implementing Wi-Fi.
In each example the purchasing decisions made may, on the face of it, appear to be the most cost-effective. They may also satisfy the needs of individual but, in each case, the companies are investing in the wrong technology because they are not aware of their business’s wider telecoms plans.
In reality, the best solution follows a simple logic: no-one would buy new winter tyres for their 4x4 if they knew they were getting a new Land Rover in three weeks’ time. If we can adopt the right approach as consumers, there’s no reason why we can’t practice more joined-up thinking in the workplace too. But how?
Strategic telecoms roadmap
The solution is for senior and board executives to take ownership of telecommunications. The optimal telecoms strategies will have been developed through cross-functional collaboration, combining insight from all key departmental stakeholders and the expertise of specialist telecoms partners. The best telecoms partners will draw on cross-sector experience, product knowledge and best practice exemplars to inform the strategy and help design the optimal solution.
An effective telecoms plan will, of course, outline a structured roadmap to deliver the strategic vision – but in a dynamic business environment, it will also need to be a ‘rolling’ plan that can adapt to change. It will be agile and responsive but will also drive towards clearly defined goals. Ultimately, however, with a robust and integrated plan in place, internal stakeholders are empowered to make optimal purchasing decisions based on a common framework and a well-understood direction of travel.
The importance of good telecommunications in assuring business continuity, productivity and growth cannot be overstated. But it can often be overlooked. However, with a little thought and more proactive planning, organisations can make wiser investments that save money and accelerate growth. With a concrete telecommunications strategy, businesses can remove the need for patchwork fixes, avoid the oncoming potholes and enjoy a much smoother journey to work.
Klaus Allion is Managing Director at ANT Telecom
The Talent War for Skilled Tech Workers
Post-pandemic, our biggest problem might be a lack of skilled tech talent. As companies move forward with their digital transformation plans, they aim to hire new staff and train their current employees. Out of 750 UK companies polled in a Studio Graphene digital report, 45% plan to hire new tech staff in the next 12 months and more than half (53%) intend to invest in training for their current workers.
Companies are realising that their survival now depends on a limited pool of qualified technology workers. Among the hardest-hit economies are those in Brazil, Indonesia, and Japan, but even the United States and the UK will experience the squeeze. “It’s pure supply and demand”, said Alan Guarino, a Korn Ferry vice-chairman. “Companies are paying more...but there’s still a shortage of high-skilled workers. Technology is the thread that runs across every aspect of business”.
Which Jobs Are In Demand?
According to a 2021 IT salary report by Robert Half Technology, the most in-demand tech jobs of the year include information security professionals, cloud architects, database administrators, systems analysts, and DevOps engineers, among others. But in those fields, it’s difficult to find hires with significant experience, multiple specialisations, and a high level of expertise. And multinationals such as Google, Apple, and IBM usually scoop them up.
Regardless of the exact role, companies need workers who can implement advanced security systems, target cloud and network vulnerabilities, document risk points and failures, and abide by new industry tech regulations. This will likely mean that companies start to take certifications like the ones pioneered by Google and Amazon, instead of insisting on four-year undergraduate degrees.
But even as coding boot camps and year-long certification programmes have ramped up to try to close the gap, smaller tech firms and startups struggle to compete with their bigger counterparts. Remote work doesn’t help matters. “Hire-from-anywhere policies will only heat up a tight candidate market”, said Ryan Sutton, a district president of technology staffing services at Robert Half. “Companies who were already having a hard time recruiting are no longer just working against local competitors, but potentially desirable companies across the country”.
How Can CIOs Solve the Crisis?
As governments try to do their part—Poland offers residency and potential citizenship to skilled tech workers, India offers broad IT, telecommunications, and cybersecurity programmes, and the Netherlands lets its foreign employees earn 30% tax-free income—company executives must take measures of their own.
Some CIOs have started looking to other countries to source expert talent. In the United States, where 80% of U.S. employers state that tech recruiting is a significant challenge, some firms are looking to Mexico, where 20% of college graduates have engineering degrees. As a result, tech companies such as Cisco and Intel have sourced labour from both the U.S. and Mexico.
To compete, here are some first steps:
- Invest in cybersecurity and cloud development training programmes
- Hire based on skills and expertise, not necessarily degrees
- Outsource to other countries with high percentages of skilled engineers and programmers
Overall, companies that broaden their search for talent and upskill their current employees will be best equipped for digital transformation. As Ritam Gandhi, founder and director of Studio Graphene, said: “Our research shows that, on the whole, UK businesses have adopted a long-term mindset [towards] technology and innovation”.