Explore all articles in Others

How To Convince Employees To Adopt New Technology?

“This model is too complicated”, “I don’t have time to learn it”, “I am afraid to change the way I work”,… countless reasons are given by employees to refuse to use new technology. “How to convince employees to adopt new technology?” become the biggest challenge of any organization when they want to apply digital transformation. Common reasons for employee resistance to change Change is unavoidable in the workplace, particularly in the global knowledge economy. As a result, adaptability and flexibility are highly valued skills in the workplace. However, not every employee is willing to embrace change, and some will actively oppose it. Knowing that change is unavoidable in today's business environment, leaders and managers must understand why their employees are resisting change in order to assist them in overcoming it. Here are some reasons for employees' resistance to change. Loss of job security More than 80 percent of people want their job responsibilities to remain the same, which partly explains why employees are afraid that change will affect their position in the organization. They are comfortable with what they are familiar with and thus resist change as they are afraid they won't be able to adjust to the demands of the new job. Others are concerned about the amount of time it takes to implement changes, a lack of incentives, and a loss of autonomy and control. Losing power, status, or identity is also the reason that causes resistance. Employees who are satisfied with their jobs are more likely to adapt to change. They are more optimistic about their jobs and see change as a necessity for the organization. Employees who are dissatisfied, on the other hand, see changes as an added annoyance when faced with a large number of tasks. Previous experience with change People's reactions to different situations are influenced by their past experiences. Some of your employees may have had negative experiences with change in the past, making them resistant to workplace change. Furthermore, if your organization has a history of poor change management, your employees are likely to rebel. Mistrust Maurer’s 3 Levels of Resistance show that people may not resist the change itself, but rather the person making it. Mistrust may turn into resistance when changes are brought about by a leader who has not developed that same level of trust. Deprivation of rewards When there are no rewards, there is no motivation to maintain long-term change. This frequently implies that organizational reward systems must be reviewed in order to leverage the change that management wishes to implement. The rewards do not always have to be significant or expensive. Non-monetary intrinsic rewards are very powerful workplace motivators. Inadequate communication and support Communicating change from the beginning can either cause or disrupt change because it occurs during the planning phase of the change. The manner in which each change process is communicated to the organization's employees has a significant impact on their reactions. To address these barriers, any significant organizational change effort will require a thoughtful strategy and a detailed implementation approach. Unclear on the need for change When implementing workplace changes, it is critical that your team understands why the changes are necessary. They will undoubtedly resist if they do not understand the reason for the change or do not believe it is necessary. This is especially true if your team has been doing things the same way for a long time and believes the current method works well. Before finding the strategy to convince skeptical employees to adopt new technology, consider the main reasons why your employees might be hesitant to use it. You should better actively consult with them during the tool research stage. It will assist you in leading from a place of empathy and implementing strategies that address people's concerns and reservations. How to convince employees to adopt new technology Here's a step-by-step guide on how to persuade employees to adopt new technology: Emphasize on The importance of successful digital adoption Today, everywhere we look, we see widespread digital adoption, from shopping apps to video conference software, demonstrating that we are now in a digital adoption revolution. In the long run, digital adoption is a means of making a company more adaptable and ready for future technological challenges. Companies that "get it" and invest more in digital adoption will have a significant competitive advantage over those who catch on later. Successful digital adoption boosts productivity, resulting in a faster ROI on technology investments and lower training costs. Not only do new technologies benefit the organization, but they can also reduce employee stress and workload. Understanding that change is necessary and important for the survival of the business and the employees is a critical factor in making them more positive and excited about the changes. Choose technology wisely Certainly, you would not implement a new technological tool unless it added value to your organization. Take the time early in the process to quantify these benefits and develop a comprehensive business case for your tool. This will help you develop the "sales pitch" you'll use later to convince your employees to join you. Functionality is essential, but so is usability. Employees may never accept or fully appreciate new digital tools if they are difficult to understand and use. Technologies that necessitate multi-day training programs and lengthy user manuals are a recipe for employee grousing and stalled adoption. New technical initiatives should, ideally, require little training. They should be visually appealing and intuitive. Well-designed software makes it simple for training employees to use new technology and then naturally navigate between tools and features while performing their tasks. Implement an Effective Training Program Any technological change must be supported by an effective training program. Employees frequently have a variety of learning styles, so it's critical to design courses in such a way that everyone has a safe, engaging, and productive learning experience. Training should not be too rushed. A training pace that is too rapid can cause cognitive overload in learners and impair their ability to retain new information. When developing learning content for a new technology, organizations must ensure that different learning methods are supported while also allowing employees to practice independently of the software. Especially, don't forget the Q&A part. Employees who are technically challenged and have a difficult time adjusting to new applications should not be made to feel overwhelmed or leave the class feeling unprepared. Measure and make adjustments It is critical to establish a timeline for measuring the effectiveness of new technology adoption. If the time spent on the system's test and commissioning phase is too short, it will not be practical to test the possible cases with the data and the system's stability, or it will not be enough to evaluate the true suitability of the software with the process. Take steps to support those who are struggling or criticizing the change when assessing an employee's proficiency with new technology. Be patient and try to understand their issue so that you can make adjustments or organize training. Celebrate success You established goals and devised a strategy at the start of this process. When you achieve one of those goals or something unexpected that deserves to be celebrated occurs, you should make a point of highlighting it. Draw attention to the positive effects of new technology on your organization. Emphasize your employees' individual gains. Depending on the size and scope of your company and the scope of your roll-out, you may want to enlist the help of early adopters and influencers to spread the word about your successes. Conclusion Keeping employees up to date with change is never an easy task. However, if you don't know how to convince employees to adopt new technology effectively, the cost of implementation and the arising of ineffective deployment can be much higher than the cost of buying software. Emphasizing the importance of change, designing a flexible training program, offering rewards, and encouraging feedback and adjustment - these are the key elements in any successful transformation.

How To Onboard New Employees Remotely Successfully With Support Software?

Hybrid and remote working is now a common practice and the future trend. This type of flexible working has numerous advantages in terms of increasing employee productivity and quality of life. However, this situation has made it more difficult for many companies to manage and train new employees. So, how to onboard new employees remotely successfully with support software? Let's check and figure them out in the article below. What is remote onboarding? Onboarding involves assimilating a new employee into a company and familiarizing them with its culture and policies. This process helps them become effective and contributing members of the team. Remote onboarding is the same procedure as in-person onboarding but is carried out remotely and is intended for team members who will primarily work remotely. Because remote onboarding takes place virtually and uses video calls and technology tools, there are several important approach adjustments that can be made to improve the experience. To have a great onboarding experience, they need the right technology, tools, and resources. Furthermore, when everything is done through computer screens or phone calls, the structure of the onboarding process must be invested more, which means that a support software is critical. The importance of a smooth onboarding process for remote employees According to a Global Workplace Analytics and FlexJobs report, the number of Americans engaged in remote work increased by 159% between 2005 and 2017. After Covid 19, those figures skyrocketed as remote work became the preferred option for many employees. The aggregated data from vpnAlert once again proves that remote working is becoming popular. It's necessary for all businesses to learn, and all businesses must learn and develop an effective remote personnel management policy, especially the remote onboarding process. "How to onboard new employees remotely successfully?" is the puzzle every business needs to answer. A thorough and well-planned employee onboarding system aids in the following: Ensuring newcomers will be more productive.Show the organization's goals, principles, and distinguishing qualities clearly.Demonstrates to new workers how their behavior and attitude at work can interact with and shape the culture.Maintaining access to and accountability for your managers. We already understand the incredible advantages of remote work, but it's also apparent how disastrous this environment might be if remote workers aren't properly onboarded. A thorough onboarding procedure is essential because you must give them the knowledge they require to do their jobs well while enabling them to think independently. Tips on how to onboard new employees remotely successfully Forbes claims that after just 45 days on the job, up to 20% of new hires leave the organization. This number is highly concerning because, on average, firms have to pay $3,000 for each such individual. To reduce this worrying number, the onboarding process will guide and create the best conditions for employees, especially remote workers, to work and develop, building trust and connecting them more deeply with the organization. Provide a Clear Plan From the Start The main difference when onboarding remote employees is that you might need to make a more thorough list of your goals and the steps you'll take to achieve them so nothing is missed. The stress and anxiety that new hires might experience can be reduced by making a plan and scheduling all of the meetings with agendas, video links, etc. This will also guarantee that they are introduced to all of the people, procedures, and projects that will be a part of their work. Technical Support Since technology is a big part of remote work, it makes sense that you'll need to make sure everyone has the tools and software they need to keep everything running smoothly. Any necessary equipment should be ordered and delivered to the new employee. By doing this well in advance, you can avoid delays on the first day and give the new employee plenty of time to become acquainted with any novel procedures or technologies. Besides that, you need to ascertain that the new employee has access to your business's systems. It's a great idea to make quick instructional videos or arrange a video call to walk them through configuring their devices and logging in. Communication and Engagement 49% of employees believe making friends is the best way to get used to a new job. However, one of the most significant benefits of on-site offices over remote teams is typically the community. In actuality, the closer coworkers are to one another, the more likely they will give their all to the business. While it is currently unlikely that your new team will be able to spend actual time together in person, you can still come up with some remote-based activities for teams to engage in for time apart from work like virtual coffee hangouts. You can try Today.ly, a Virtual office application that allows you to see your team and talk to them instantly. Explain the company culture It's not difficult for office workers to get a sense of your workplace culture from the people they interact with, the staff members' appearances, and even the setting of the office. The values of the company as well as the standards and culture that govern employee behavior, on the other hand, might not be clear to remote employees. Later on, this might cause misunderstandings and conflict. Even if your new hire plans to remain remote, they still need to feel a part of your company's culture. Since they are not physically present, use your words to demonstrate your culture to them using concrete examples. Throughout the onboarding process, incorporate cultural touch points by inviting them to a fun chat channel or designating an onboarding buddy. Follow-Up for Feedback Last but not least, it's critical to solicit opinions on the onboarding procedure from your remote workers. Find out from them what they thought worked well and what they feel you could have done better. They will be best suited to provide you with constructive feedback because they have been through the process. Making your company's future onboarding procedure as good and efficient as feasible depends on their recommendations. Here is a summary of efficient ways to increase working-from-home productivity. These will help you adapt and optimize your onboarding experience to ensure new hires start immediately. Evaluate your existing onboarding process with a support system. Evaluating the onboarding process's effectiveness based solely on new hires' feedback will not be complete and comprehensive. So, you'll need to dig deeper and find the right support system to measure the effectiveness of your program. A good support software can help you evaluate based on criteria such as onboarding course completion rates, calculating Time-To-Productivity rates, tracking employees' performance, and even quizzing new hires on their learning. Conclusion Designing effective onboarding strategies for new employees can be challenging. Implementing powerful software and online services into your HR workflows is one way to onboard remote employees successfully. These tools can give employees access to company documents, track goals, provide work performance feedback, and much more. Want to know more about digital transformation in business and how to improve your business? Please visit us! References Howington, J. (2024) Remote Work Statistics & Trends: The latest in remote work, FlexJobs Job Search Tips and Blog. Available at: https://www.flexjobs.com/blog/post/remote-work-statistics/ (Accessed: 04 October 2024).Wiest, B. (2024) 64% of new hires will leave their jobs because of this experience, a new survey shows, Forbes. Available at: https://www.forbes.com/sites/briannawiest/2019/06/21/a-new-study-shows-64-of-new-hires-will-leave-their-jobs-because-of-this-experience/?sh=4e79957247b9 (Accessed: 04 October 2024).

Welcome To Chapter 3.0 Of The Web: The Business Model And User Benefits

Hello everyone! My name is Binh, and I am the CEO of SupremeTech. I am excited to welcome you to the second installment of my blockchain technology blog series. If you haven't read it yet, be sure to check out my first blog post, Exploring the Opportunities of Blockchain Development. Today, I want to talk about Web3, a buzzword that you've probably heard a lot about lately. While it's not a finished product yet, Web3 is an ongoing evolution of the internet that we all play a part in building. So, there is no one right answer to what Web3 is, and everyone has their own definition. In this post, I'll share my perspective on Web3 and why I think it's important for the future of the internet. First thing first, what are web 1.0 and 2.0 by the way? 01.1-911x1024 I used to be a web developer when I started my first company. So for me, the easiest definition of this release versioning sound-like evolution is about how to build and how to use it. Web 1.0, also known as the "read-only web" was the first phase of the internet that emerged in the 1990s. During this phase, the internet was primarily used to display static HTML web pages that were created and controlled by a small number of individuals or organizations. Users could only read or view the content that was presented to them, with no ability to interact or contribute to the content. Web 2.0, also known as the "read-write web" emerged in the early 2000s and transformed the internet into a more dynamic and interactive platform. Web 2.0 introduced social media, user-generated content, and collaboration tools that allowed users to contribute, share, and interact with online content. This trend was empowered by the emergence of JavaScript web frameworks such as React.js, Angular, and Vue.js. This also gave rise to popular websites and platforms such as Facebook, Twitter, YouTube, Wikipedia, and many others. So What is Web3? According to Opensea.io, an emerging NFT marketplace website: Web3 is the name given to the concept of a decentralized internet built on blockchain technology. Web3, in essence, puts control and ownership back in the hands of the people using it. The term Web3 has become shorthand for all of the elements that make up this ecosystem, including cryptocurrency, blockchain technology, decentralized finance (known as "DeFi"), NFTs, the metaverse, and decentralized apps ("dApps"). It can be challenging to pinpoint the exact differences between Web3 and Web2 since there aren't any Web3 equivalents to Facebook or Twitter yet. As a user, I believe it's crucial to keep two main concepts in mind: decentralization and ownership. For instance, my Web3 money will be stored in my personal wallet instead of on a server somewhere. Blockchain technology makes it possible for the internet to keep users' personal data, including asset data, in a highly secure, decentralized, and independent manner that prevents anyone but the user from modifying their data. The business model behind Web3 is what makes me think it is crucial for the future The shift from Web 2.0 to Web 3.0 is not just about technology, it's also about a new business model that prioritizes the users' privacy and data ownership. The traditional business model behind Web 2.0 is built around users' attention and the distribution of ads to fit that attention. This means that big companies provide their users with free services in exchange for their personal data, which is then used to target ads to them. However, as the old saying “no free lunch”, are you still comfortable with trading all of your personal information for free service anymore? In fact, Web 2.0 business model has proven to be problematic, with numerous privacy concerns and data breaches that have occurred in recent years. In addition, the Web 2.0 business model has also contributed to a decrease in the overall quality of content on the internet, as companies focus more on generating clickbait and sensational headlines to attract users' attention and generate ad revenue, rather than providing high-quality, informative content. This has led to a proliferation of fake news and misinformation, as well as a general lack of trust in online content. In contrast to the traditional Web 2.0 business model, the emphasis on user privacy and data ownership in Web 3.0, along with the tokenomic mechanism for value creation, has the potential to incentivize the production of higher-quality content and cultivate a more reliable online environment. By putting users back in control of their personal data and enabling them to profit from their own online activity, Web3 encourages the creation of content that is genuine, transparent, and of actual value to users. This model reduces the incentives for sensationalized or clickbait-style content that is prevalent in the current attention-based advertising model. As a result, Web3 has the potential to lead to a more authentic and trustworthy online environment where users can have greater confidence in the content they encounter. If you're interested in learning more about the ideas I discussed in this blog post, I recommend checking out the following resources that I referred to when writing it: Web 2.0Web 3.0Welcome to internet 3.0The Attention EconomyWhat is MetaMask? Just like other evolutions of the world, all the exciting features of Web 3.0 will not be clearly defined in one day. It is a gradual process that requires a lot of innovation and works to be done. I myself also, as a leader of a tech company like SupremeTech, I am committed to learning more and building more technology for the more meaningful future of the internet. Please talk to us if you share a similar idea. Thank you!

In House Vs Outsourcing Application Development: Which Is Best?

You will surely be faced with the question of how to bring your concept to life at the start of each new project. Where can I locate seasoned experts, and how can I set up a team for development? Since making this decision might be difficult, let's list the key benefits of each solution. In this post, we'll provide further information to assist you in deciding between in house vs outsourcing application development. What is in-house application development? In-house development is the procedure in which you create your own team from the ground up. You'll fill roles depending on the skill sets and expertise required to create the product. Amazon and Paypal hire in-house developers, giving them complete control over the project at a greater cost. Choosing in-house application development is equal to recruiting permanent employees for your firm. To develop your own IT staff, you'll need to go through the process of hiring, interviews, and onboarding. If your startup is only focused on an IT product, hiring in-house would be reasonable. When to utilize in-house development? There is no financial restriction on you. Hiring an internal team will provide you with all the advantages and little disadvantages if you are not operating a bootstrapped business and have enough money at your disposal.You need to take total control. The risks of issues arising are high, and there is little you can do to reduce them. Every choice that has an impact on how the product is developed should be your and your team’s decision. It enables you to fully customize your company's internal engineering process to meet all of its minor technological requirements. In addition, to quickly adapt the project to your business, you may easily make the necessary adjustments during the development phase. Cons of in-house application It's expensive. Prepare to pay for both the apparent and hidden costs of assembling an in-house staff. That doesn't include the hidden costs of sick leave, vacation, insurance, social security, recruiting, and onboarding each new employee. Even if the crew is idle between projects, you must nevertheless fund their fixed salary.The rate of turnover might be rather high. Getting the top personnel for your firm is the easiest challenge to solve. IT professionals are in great demand, and you'll have a difficult time resisting poaching attempts from competitors and recruiters. You may end yourself counter-offering your developer with higher perks, causing the payroll to soar. Otherwise, your team's skills will be lost.It is your duty to train the team. With the advent of new technology each day, the IT sector is always changing. And to fully succeed, you'll need in-house development support from outside. Therefore, investment in training and tools may have a major impact on your company's bottom line. What is outsourcing application development? Outsourced application development, as opposed to in-house development, entails delegating the process of producing a product to an external agency. It is often accomplished through a contractual agreement in which the requirements are communicated to the outsourcing agency. IT services account for 72% of all worldwide outsourcing contract values in the outsource industry (ISG). Between in-house vs outsourcing application development, outsourced development is preferred over in-house development due to its low cost and scalability. IT outsourcing contributed $66.5 billion in worldwide revenue in 2019 as a developing trend. Google and Slack are two well-known organizations that have outsourced their IT development. IT services account for 72% of all worldwide outsourcing contract values in the outsource industry Source: PowerSoursing Outsourcing development is the superior option in the following instances: There is a financial limitation. You're on a limited budget and, like many startups, couldn't afford a full-time workforce. Outsourcing allows you to be more flexible with your financial flow. Furthermore, the responsibility of monthly wage does not burden you.There is a shortage of available talent. You can't seem to find the proper talent in your city or nearby areas. Rather than spending months educating someone, you're better off hiring an IT provider to handle the work.Launch deadlines are tight. If you have no past expertise in software development, you may be blown away by frequent problems. When you have a deadline to meet, you cannot afford to have delays that may be avoided by working with a skilled IT provider.There is a lack of clarity. Even with an in-house staff, developing a complicated IT solution will be a big task. There is a difference between business requirements and technical specifications. An outsourced vendor will frequently have a business manager who may function as a bridge between you and the developers. Cons of outsourcing application There is no complete control. Unlike an in-house team, an outsourced staff does not work only for you on your project. This indicates you have little influence over development, advancement, and problem-solving. Without a direct connection to the team, you may be unaware of what is going on with your project.There is a communication barrier. Because of the time zone difference, scheduling a meeting with an IT business halfway around the world will be difficult. Language differences might also be an issue if the outsourced team's leader has difficulties comprehending your issues.Concerns about trust. You are handing private information to a third-party developer when you outsource. You may be concerned about the agency's privacy policies and if it will take projects from rivals in the future. Differences between in house vs outsourcing application development Both processes have their own advantages and disadvantages, so knowing their key differences in terms of communication, timeline, experience, cost, and more aspects are essential before making your choice. Differences between in house vs outsourcing application development Source: Sigma Software In-houseOutsourcingCostsHigherLower, but also based on the outsourcing team you hireQualityHigh, and can meet your requirements preciselyHighExpertiseNarrowExtensive expertise in all fieldsSpeedQuicker, but it takes time to build a teamSlower, but more effective in urgent instances than building a new teamManagementStreamlined communication and well-set proceduresLess controllable, although this is dependent on the outsourced team you select.SecurityHigherLower, however this may be addressed with the use of NDAs and similar agreements.Recruitment and HiringComplexCan be tackled by your outsourcing partner In house vs outsourcing application development: Which is best? Source: Decode In Conclusion To summarize the question of in house vs outsourcing application development possibilities, it must be said that both models offer pros and downsides. The choice is determined by the project's qualities. The primary criterion to remember when deciding between in-house and outsourced web application development is that if online or desktop application creation or maintenance is not your company's core competency, it may be difficult for your IT personnel to get it correctly. They may lack the necessary experience or insight. After several failed efforts at doing it in-house, you may end up with an outsourced product. In that circumstance, developing an in-house solution is not a viable option. On the contrary, it is preferable to outsource it. Between in house vs outsourcing application development, a niche-specific app development business will make your product more competitive and generate more clients. Fortunately, there are numerous business application development services available today, so selecting the one that best meets your development needs will be simple. At SupremeTech with many years working in developing projects throughout various industries, we believes that technology has the potential to add infinite benefit to the globe and new product ideas and commercial possibilities will arise at a quicker rate. So let's get started today and let us help you create the next world-class product together.

Exploring The Opportunities Of Blockchain Development

Good day everyone! My name is Binh, CEO of SupremeTech. We are an exciting outsourcing development company in Da Nang, which is a coastal city in central Vietnam. I'm super passionate about technology and I've been following the evolution of blockchain for quite some time now. I have to say, it's amazing to see how it's transforming the way we do business and shaping the future. I wanted to write this blog post because I believe that blockchain development is an incredibly important topic for companies like SupremeTech, and for anyone who's interested in staying ahead of the curve in this rapidly changing world. And let me tell you, blockchain development is not just about chain development for cryptocurrency or smart contract development - it's so much more! The development of applications on top of these chains, which can be used by end users, requires time, effort, and specialized skills. There's a whole other side to it that involves creating fantastic applications that bring people into the blockchain world and help drive this technology forward. So, if you're interested in learning more about the exciting world of blockchain and how it's shaping the future, read on! The application development part of blockchain development brings more users to the world of blockchain. The challenge lies in making blockchain technology accessible and easy to use for people who may not have a technical background. By building applications that meet their needs and solve real-world problems, companies can encourage more people to adopt blockchain and explore its benefits. One of the key benefits of blockchain is that it provides a secure and decentralized way to store and transfer information. This makes it ideal for a wide range of applications, from financial transactions and supply chain management to secure data storage and voting systems. The potential uses for blockchain are virtually limitless, and this has driven the growing demand for blockchain development services. What to consider apart from your tokenomics? When it comes to developing blockchain-based applications, there are several factors to consider. Firstly, it is important to understand the specific needs and requirements of each project, as well as the target audience. This will inform the design and development process, and help ensure that the end result meets the needs of the users. Another important aspect of blockchain development is scalability. As more and more users adopt blockchain, it is essential that the underlying technology can handle increased demand and maintain its performance. This requires careful planning and consideration of technical specifications, such as the choice of consensus algorithm and the number of nodes in the network. In addition to these technical considerations, it is also important to consider the legal and regulatory environment. Blockchain technology has the potential to disrupt traditional business models and challenge existing laws and regulations. Companies must be aware of these challenges and take a proactive approach to ensure that their solutions comply with the relevant regulations. Finally, it is worth mentioning that blockchain development is a rapidly evolving field, and companies must stay up to date with the latest developments and trends. This may involve investing in training and development for employees, attending conferences and events, and collaborating with other companies in the industry. What are the opportunities there for SupremeTech? In conclusion, as an outsourcing company, there is a growing demand for blockchain development services. By understanding the challenges and considerations involved in building successful blockchain-based solutions, and by investing in the right skills and expertise, companies can capitalize on this opportunity and help bring more users to the world of blockchain. Whether it is through the development of secure financial transactions, supply chain management systems, or decentralized data storage solutions, the potential for blockchain is immense and the opportunities are endless. SupremeTech Technical team is going to attend BlockchainFest 2023 held in Singapore in February. I am so excited to meet blockchain developers and entrepreneurs all around Asia at this event. Tune in and check out new content and projects from SupremeTech about the blockchain world. And if you already had a brilliant idea, do not forget our contact form! 001_blockchain_fest2023-1

The Art Of Employee Performance Tracking

To succeed in business, you need a good method for keeping tabs on how well your staff is doing in terms of efficiency, productivity, and the quality of the service they provide. In fact, there are a variety of easy and efficient approaches that can be taken. If you've been searching for a stress-free method for employee performance tracking with the aim of improving productivity, the advice below is for you. Why track employee performance? Employee performance tracking refers to the practice of evaluating an employee's efforts largely via the use of quantitative, objective criteria. It's important to know how your employees are progressing in their careers and what they're doing for your company. Measuring employee performance is useful for setting appropriate targets, as it reveals both areas in which an employee excels and could use further development, as well as those in which they are still developing skills. There are many benefits of doing a performance review on your staff, such as: It helps workers better understand their roles.Employees receive constructive feedback, enabling them to better their work.Management can assess employees' strengths and areas for improvement by analyzing the information providedThrough observation, employers can better appreciate their workers' capabilities.Managers are able to make exact decisions on raises, promotions, rewards, or even unemployment. How to track employee performance? Creating an effective employee performance tracking system may appear to be a challenging task, but in reality, it is not quite as challenging as it may first appear. Identify the Worth of Each Role Before you can evaluate employees, you need to understand and articulate what kind of value they bring to your company or department. Every employee position is measurable. If you can't measure an employee's performance, you should reconsider their position. It can be simple or complex at times, but every position can be measured objectively with proper thought and planning. It is your responsibility to understand how employees add value to your organization before developing realistic performance standards and a transparent measurement process. Establish clear expectations and goals. Having goals and expectations laid out early on helps keep everyone on the same page, boosts productivity, and increases the chances that those goals will be met. You, as the supervisor, ought to set expectations for your employees' output. Everyone on the team, for instance, needs to know what he or she is responsible for based on his or her role. Make sure your team's goals are realistic. Also, these requirements should be the same for everyone who has the same job. The importance of goal-setting cannot be understated. In this instance, it's important to set personal objectives for each worker. If you have an open discussion with your staff about this, you can learn which of their performance targets are reasonable and appropriate for their role. Develop and Employ Measuring Instruments There is a lot to take into account and assess when trying to track employee performance. Work in this area is often detail-oriented and data-driven. In order to facilitate the evaluation, many measuring tools have been operated. Through the use of software that keeps tabs on each worker, everyone can assess their own efficiency and effectiveness in the workplace. This provides managers with concrete examples of both strong and weak areas in which their teams may work to improve. Employers use a variety of tools and methods to measure how well employees do their jobs. Those who are going to use these tools should choose tools that are as objective as possible. These ways of measuring are called performance appraisals. For employees to trust them, they must seem fair and just. Therefore, it is important that employers choose the one tool that works best for them and use it consistently. One of the best way is to create your own application for measuring performance. It is critical that employers select the best tool for the job. Check in on a regular basis. By checking in with your employees one-on-one on a regular basis, you can keep a close eye on their process and hold them accountable for what they do. This will also strengthen the manager-employee bond, which will increase employee motivation. Listening to what your staff members want is an important step in getting it right at employee performance tracking. It helps you be able to make accurate monitor staff performance assessments. Maintain regular interactions with your team members. You should never underestimate the value of employee feedback. You can use some of these for examples: Do you have any worries about how your career is going?Do you feel fulfilled by your work?How frequently would you like us to give you comments?Do you intend to pursue any long-term career goals?How can our business help you reach these goals? Having regular one-on-one check-ins with your staff Align Performance Metrics with Organization Goals Measuring performance is crucial for encouraging development within an organization. Being able to measure anything allows you to determine which benefits are most important to your brand, and measuring the right things allows you to act on that data to transform your business. It's important to make sure that the criteria you use to evaluate workers align with the larger objectives of your company. Challenges when measuring employee performance The setting in which an evaluation is conducted has a major bearing on how the employee responds to it. Suppose the work environment does not promote or involve employees in measurement talks and instead only gauges people against goals placed upon them. In that case, people will grow irritated, and the bad usage of measurement will become formed in the culture of the company. Here are some of the most common performance management challenges and lessons that can help the rest of the business understand. Lack of managerial training. Most problems with performance management can be traced back to interpersonal conflicts. That applies to everyone, from the top on down to the fresher. People are complicated, and they carry that complexity into the workplace with them. It's not easy to manage them or help them better; therefore, doing so is a challenge. While many managers would rather keep things casual and relaxed, they end up exerting too much control. Leaders need to make performance evaluation a priority in addition to developing an efficient strategy for dealing with performance issues. Do your best to be objective while providing constructive feedback as part of the review. Inability to trust One common reason is that workers don't understand their performance reviews. Employees are not likely to be on board with the process if they find the rating system to be opaque or biased. Opinions toward measuring can improve with the correct method. In order for measurement to be effective, people must believe that it is being deployed for their benefit, not against them. Opposition to measuring There are a number of factors that can contribute to measurement resistance, including a lack of understanding, instructions, poor relationships, faulty data, or buy-in from higher management. Managers must first discover the sources of employee discontent, find out the cause, analyze the issues, apply treatments, and constantly improve in order to minimize employee dissatisfaction and boost performance improvements. Let Supreme Tech help! In today's high-tech world, performance management systems are all the rage. Nearly every day, a whole new app or piece of software is released for use in business, all with the goal of making performance evaluation easier and more efficient. Create the best employee performance tracking system with Supreme Tech help Your employees are your company's greatest asset since they make it successful and profitable. Thus, firm success depends on how you track employee performance. It shows staff performance and keeps your organization on track. People are more inclined to set objectives and accept constructive criticism when they know how and why they're being evaluated. Employee performance tracking's actual worth is in that. Your personal and professional helper both have a home at SupremeTech. Create a task in Supreme Tech whenever you think of anything you need to do, whether it's for work or personal reasons. Contact us now to create the best solution for your own business!

Digital Transformation In Business: Adapt To The Digital Age

The impact of digital tools and technology on modern business activities is, without a doubt, significant. The good news is that there are measures businesses can take to boost rewards and minimize risks. This article will describe digital transformation in business, highlight its advantages, and lay out the process that enterprises must follow to prevent disruption. Let’s get started! What is Digital Business Transformation? The following definition is based on the practical demands placed on corporate executives by their investments in digital tools and technology to boost performance. Therefore, digital business transformation is the use of digital technologies and business models to improve performance inside an organization - organizational change. Both obstacles and possibilities are found in organizational changes, which involve people, processes, strategies, structures, and competitive dynamics. And the value through business change would result in speedier innovation, higher productivity, increased process efficiency, and improved customer experiences. Why does Digital Transformation in businesses matter? The idea of why transform is the beginning point for all digital business transformations. Because the transition is difficult, companies must be clear on the reasons for change. Some industries, in fact, face greater urgent pressures than others. According to research, although over half of respondents in the hotel, retail, and media sectors were concerned about going out of business due to digital disruption in the next five years, a similar percentage for respondents in the utilities and oil and gas sectors was less than 30%. A range of factors can drive digital transformation in business. It might come from customers who are more knowledgeable than ever before. Today's consumers are actively looking for better service, lower pricing, and greater levels of quality. Because the transition is difficult, companies must be clear on the reasons for change. Source: Planview New rivals with quality services, better engagement models, or cheaper costs could also serve as motivation for transformation. There are several examples of companies such as Amazon and Google entering new industries and displacing incumbents. However, internal interruption is also possible. Indeed, 65% of respondents in our poll believed that digital disruption would come from within their industry. Emerging technologies that allow new capabilities may also put pressure on change. If embraced first or absorbed and integrated into novel ways, these new technologies might offer areas of competitive distinction. Difference between Digitization, Digitalization, and Digital Transformation Simply defined, digitization is the process of digitizing information. Information visually perceived or written on paper is coded with 0 and 1 and electronically captured as digital information so that computers may readily process it. Digitization makes data processing easier. It's about the need for "sensing," or data collection. Digitalization is the process of using digital technology to increase the extent of automation in operations. Digitalization entails changing supply chain linkages, enhancing workflows and procedures, and using knowledge and information rather than "simply data." It is discussed in relation to the digital tools and competencies required to achieve operational excellence. Difference between digitization, digitalization, and digital transformation Source: NMSConculsting Beyond digitization, digital transformation involves a thorough shift in a company's business strategy. That organization may launch a single project as part of its digitalization attempt, but a project with the purpose of digital transformation will result in change throughout all departments. Digital transformation is defined as the new application of digital technology to advance corporate strategy. It is about using digital technology to empower people, improve processes, and automate systems in order to drastically realign the organization's business performance. Want to create something new but don't know where to start? ESTIM can assist you in quickly creating a new application. Unlocking the "How" of Digital Business Transformation Step 1: The matters of leaders Because technology is a means to an end, it is all about leaders, leadership, and people. Those executives must comprehend how technology will affect their organizations; how to truly consider a 24x7 link to all of their goods, customers, assets, and people; and how all of this will alter the competitive environment. Leaders will need to create their own vision, convey it internally, beginning with their change agents, and embark on the path. And it is critical to recognize that there is no single approach to digital transformation in business. Step 2: Drive culture transformation by implementing effective change management As the term "Industry 4.0" implies, what is happening in the industry today is nothing short of a revolution. A revolution necessitates a cultural shift throughout the company. This idea of becoming a "digital" firm will inform and transform how a company makes choices, engages consumers, controls its supply chain, innovates, produces, manufactures, and so on. Step 3: Connect customers, products, assets, and people Organizations must comprehend that, unlike in the past, the product they supply to clients will now be connected to their organization 24x7. This will allow them to understand what is happening with that product in terms of which features are being used, how the product is functioning, and much more. Furthermore, enterprises may connect to their customers and their customers' environments 24x7, not just through customer systems but also through social listening or IoT. Connections to all assets in the production environment, from the supply chain to the field, as well as employees themselves, are also required. All of these things are simultaneously connected in some way. Connections to all assets in the production environment, from the supply chain to the field, as well as employees themselves, are also required Source: Tweak Your Biz Step 4: Implement a data culture Connecting all of the above—products, customers, assets, and people—will result in massive volumes of data. As a result, you want a platform, or business station digital solutions, that allows you to securely ingest, aggregate, cleanse, and store data, as well as mesh it with other sources of structured and unstructured data in order to execute analytics on it. The possibility to remove technical dependencies and let data scientists conduct data science will then be available, allowing organizations to gain insights fast and simply. Step 5: Try things and fail fast In the current digital era, experimentation occurs in cycles that are at least monthly, so now is the "learn quickly" or "fail fast" age. Businesses must identify the use case, obtain the data, comprehend its contents, obtain insights and intelligence, learn from it, and act on it. If it doesn't work, go on to the next cycle and the use case. If it functions, learn how to replicate it or improve upon it. Due to the rapid pace of change in the digital age, these experimental, brief cycles of transformation are extremely important. It ultimately comes down to either disrupting or embracing early and staying ahead of the curve. In conclusion Digital transformation in business is a broad term that encompasses a wide range of components that, when put together, define how an organization handles interactions with customers and clients, how it uses internal tools and controls employee interactions, and eventually, how this new digital framework is supported technically. However, the financial aspect isn't the fundamental obstacle for any organization going through a digital transition. The change eventually lowers operating expenses if done correctly. Instead, the cultural transformation will continue to be the primary force behind digital transformation in business, from utilizing new technologies to developing a completely different way of communicating between management and staff. If you are planning to take your business to the next level with the employment of digital transformation in business, don’t hesitate to contact us today. With years in working with clients in different sectors, SupremeTech will understand your specific needs and create the best solution for your own business!

Tips On How To Improve Work Performance For Your Employees

It's in your best interest to find ways to motivate your employees because a highly motivated workforce means a well-run business. Continually striving to do better at work is a good habit to get into. Success is something you should always be working toward as a manager or a leader, and not just for yourself but also for each one of your employees or teammates. Both management and staff should always be aware of their performance status. Implementing best practices for enhancing the quality and productivity of work can make a significant difference if performance is lagging or if it's just time for a boost. Follow our post to know more on how to improve work performance for your employees. What is Employee Performance? Employee performance refers to how your employees act in the workplace and how well they carry out the tasks you've assigned to them. Individual employee performance may refer to task-level effectiveness, quality, and efficiency. Individual performance has an impact on your team's and organization's performance. If you have employees who can't keep up or who do subpar work, other workers may have to pick up the slack or you may have to redo work. When employees perform poorly, you may be unable to satisfy your customers, which will have a negative impact on your profits, company reputation, and sales. Employee performance can affect your company Strategies to improve work performance for your employees Improving your team's efficiency can help your organization achieve its goals in a timely and cost-effective manner. Here's how it works: Quality of work Work quality is the consistent level of work that an employee or team does. Time management, communication, and professional knowledge are all examples of work qualities. Work quality is a very important thing to think about when conducting performance reviews. Employees who submit high-quality work are more likely to receive positive feedback on their performance evaluations. This can assist a business in meeting its objectives by utilizing the resources at its disposal. It can also assist employees in achieving personal career objectives. Quality work will help businesses. Future Growth In a field where things change quickly, it's important to know how to stay up-to-date and how to improve work performance. Staff training and development is an ongoing requirement for every business that wants to stay competitive. Employees need to reskill or upskill when circumstances, tasks, and job definitions evolve. But do not make the process of learning more difficult for them by subjecting them to a series of modules or by boring them with an unappealing collection of PowerPoint slides. Embrace cutting-edge methods that are proven to be more successful, such as microlearning. Because of its short duration, microlearning is ideal for today's fast-paced society. You can deliver these on a daily or weekly basis, depending on the demands of your company, without overwhelming your employees with information all at once. Creating an environment where people are eager to learn is crucial to the success of this strategy. All employees, regardless of rank, should constantly challenge themselves to expand their knowledge and skills. Constant practice and improvement Implement the work culture Physical, spiritual, and practical things affect how well an employee does their job. Employees will be encouraged and motivated to achieve, thrive, and succeed if they can talk to each other in a healthy and open way, have clear goals, and get ongoing training. When people have a sense of belonging, appreciation, and purpose in their work, they are more likely to put up their best effort. Creating a pleasant visual setting is an important part of establishing a positive work culture. Make sure workers have everything they need to perform their responsibilities in a timely and pleasant way. Comfortable working conditions can be created with relatively little effort. Improvements in air quality and the availability of pleasant lighting, for example, can have a significant impact. Cultivate a positive workplace Praise and reward Behind every accomplishment and milestone is your diligent team, and everyone enjoys being acknowledged for their efforts. A positive work culture includes a formal method for rewarding these accomplishments, therefore let's have a celebration. Whether it be a bonus payment, public acknowledgment, a little party, or a special thank you. Your staff will be inspired to step up their efforts, surpass their prior accomplishment, and reach another target in the future if you show gratitude and recognition to them. Recognition and appreciation Work-life balance We've all experienced the feeling of demands piling up on one side of the work-life balance and taking over our days. On the other end of the scale, you might also be familiar with the sensation of unfulfilled dreams and desires. As time goes on, they cause a generalized sense of discontent and loss of motivation in people. Work-life balance is a common term used to describe a trade-off. You strike a balance between work projects and time spent with family, friends, and personal interests. Excessive working time is directly related to decreased productivity and effectiveness. Stanford researchers discovered that after working 50 hours or more, employees' output drops dramatically. Conversely, when we feel supported and engaged, our physiology reacts with a happy soup of neurochemicals. They increase our sense of connectedness, creativity, vigor, and performance. A healthy work-life balance has been shown to have a positive impact. Discover employee's inspirational values Core values are your own morals or ideals that help you decide what to do, build relationships, and solve problems. Finding your employees' inspirational values can help you set a clearer path for them, allowing them to achieve their personal and professional goals. According to the 2012 Globoforce Workforce Mood Tracker, 88 percent of employees who know their core values are engaged, compared to 54 percent who don't. Research shows that a strong values-driven culture is key to the success of high performance organizations. Companies with a strong values-driven culture are more likely to have better financial results than their peers. High-performing organizations need a values-driven culture. Conclusion Employee performance has always been critical to a company's success in the business world, but many companies fail to realize the full potential of their workforce by investing in training. Employees' connections with their supervisors are the real differentiator between average and excellent performance. The right conditions can be created in a company by fostering a culture of openness, honesty, and faith in workers. Above are some of our shares on how to improve work performance for your employees. Hopefully, you will find them helpful. Don't be afraid to contact us if you have any questions.

Efficient Ways For Increasing Working From Home Productivity

Working from home is no longer a strange concept for many workers in the modern era. Especially when everything is held at a distance after Covid. It has changed many people's thoughts on an ideal workplace, since it gives you more freedom and less formality than the office. If you work from home, you need to find ways to stay productive so you can stay on top of your work and keep yourself motivated. You can maintain your focus throughout the day, even when domestic conveniences pose a temptation, by making a few changes and establishing some new, easy habits. Read our post to know more efficient ways for increasing working from home productivity. The impact of working from home on employee productivity Company opinion and policy toward WFH is the first factor affecting worker output. When workers believe their company cares about them and is committed to their success, they are more likely to put in the time and effort necessary to complete projects successfully and on schedule. When workers don't have to waste time, money, and energy commuting between home and the office, they're able to put that saved time and energy toward getting more work done. Working from home has both positive and bad effects on productivity. Staff performance can be boosted if they have access to modern resources like computers and other office equipment, as well as technical and logistical help. However, research suggests that workplace efficiency may suffer when employees are unable to interact in person with their coworkers. Other elements rely on employees' attitudes and conditions, flexibility can boost productivity if individuals have self-discipline, planning skills, and a desire to work remotely. The impact of Working from Home on employee productivity Although it's possible that working from home has slowed down productivity in the near term, the trend is growing in popularity. Working from home has been shown to increase output in the long run. Remote work management may be improved, and managerial support can boost working from home productivity. Ways to increase employees working from home productivity More user-friendly IT systems Bad user experiences happen to everyone. Whether it's an app that won't work, a website that doesn't provide the information we need, or a form that's nearly hard to fill out. Unusable or unfriendly software might be the cause that reduces productivity. Selecting business software should prioritize usability. User-friendly software works faster than sophisticated solutions that require months to learn. Provide more user-friendly software Access to IT solution if problem arises Some technologies have unquestionably aided in making people more productive in the workplace. Applications that simplify and streamline otherwise laborious procedures are used by many thriving companies. They're equipped with features that make completing everyday activities faster and easier. Flexible working hours When employees are given more flexibility in determining when they get their work done, they are better able to balance their professional and personal lives and spend more time with their loved ones. Which in turn increases their working from home productivity. Work schedules that are flexible Allow certain employees into offices if remote working is a challenge Although telecommuting has been around for some time now, many people still find the system to be unfamiliar and difficult to adjust to. Those who are not provided with adequate tools and time to complete their work will be unable to meet expectations. As a result, businesses with a WFH policy should accept employees' requests to return to office. Assistance with data & Internet Technical factors can affect productivity, as working from home is highly dependent on technology and technical equipment. Telecommuting is the only option for remote workers to maintain contact with their employers. To be able to do work from home, one needs access to consistent power and an Internet connection. Encourage video call meetings When employees have the option to work from home, they are more likely to get their work done since they are not as likely to be stopped or distracted by their coworkers. However, being socially and professionally isolated at home for an extended period of time has a negative impact on productivity. To maintain constant communication and collaboration, video meetings are more crucial than ever. Video conferencing gets people to talk to each other, which boosts morale and makes your employees happier, therefore increasing working from home productivity. Maintain constant communication with video calls Supervise progress regularly Schedule regular, formal one-on-one meetings with your remote team members so that you may discuss their progress, goals, and other relevant topics. The best method of communication for your group's meetings is the one that is most convenient for everyone involved. Establish and stick to a regular schedule for staff meetings by utilizing technology applications (Meet, Skype, Zoom, etc.). Constantly updating the team with short status reports is an option to consider. Checking with your team Make available resources & equipment Not everyone has the ability to invest in themselves a fully equipped office. Many employees only have a standard laptop, not to mention some might not own a personal laptop. Some businesses have permitted workers to take home essentials like computers and seating so that they may remain productive while working remotely. More access to software & documents After the Covid event, when most businesses had to operate remotely, many companies had to constantly find ways to stay productive. One of the many effective ways that will boost working from home productivity without spending so much is to provide access to a wide variety of software and documents. Provide adequate support systems It is also suggested that establishing a reliable support system as a means to enhance the benefits of working from home. When employees are not provided with support and have problems adjusting to working remotely, it can lead to a significant increase in inefficiencies. For employees to be able to carry out their work at home to the highest possible standard, adequate resources are required. We recommend implementing Today.ly - a virtual office space where you could see your coworkers signing in daily and working as a unit, in real-time, just like in a physical office. Provide adequate support systems Employer must consider challenges with working remotely Remote workers benefit from more adaptable schedules, but their employers face different problems. The challenges of poor communication and poor management are not easily overcome. Employers can seek help from a variety of useful resources and methods to promote higher levels of interaction and communication inside their organizations. Questions-to-ask to improve employee's WFH productivity Want to increase productivity work from home? Here are some questions to ask to better understand your employees' needs. What are your thoughts on working from home?What can I do to improve your remote working experience?Is there anyone on the team who has been particularly supportive of your WFH transition?Are the WFH policies clear and concise?Are your daily work objectives clear? Every week?Do you think your teammates and team leaders communicate effectively?Is it easy to contact your teammates and team leaders when you need them?Do you think your team leader supports and trusts you?Do you have all of the necessary equipment and remote tools to complete your work to the best of your ability? If not, what do you require?What is your most difficult WFH challenge?What can leadership do to help you work while you're at home? Conclusion Remote performance management is different from office performance management, but that's fine. As long as you take the time to figure out what works best for you and your team, have the correct thinking, methods, and goals, you may enhance performance without coming across as a bossy leader. Which will in turn make you feel pleased, less worried, motivated, and more capable of achieving your goals. SupremeTech have shared some tips with you in the hopes that they would increase your team working from home productivity. Keep up with us for more insightful and entertaining information.

Top features to consider when building a video call app

Video calling has been around for over a decade, and numerous people have adopted it for different reasons. For some, it's a more animated way to interact with family and friends who they can't easily meet physically. For others, it's a more effective communication tool for clarity and flexibility during work. The variety of use cases can leave teams conflicted about who to target and how to cater to them. Accordingly, let’s discuss some of the top features to consider when you decide to build a video call app: Variable permissions A good video call app strikes a decent balance between control and ease of access when setting up video calls. Whoever is creating a meeting should be able to restrict participation using features like meeting passcodes. However, they should also afford themselves and other participants some flexibility in how they invite others to join. Source: Unsplash Public links are already standard since they make this part easier. For example, you may invite some participants via email and send the link to someone via another chat app at the last minute if you realize their contributions will be relevant to the discussion. There are other permission options like real-time additions where you allow someone to join an ongoing call by selecting them from a contact list.  Live transcription Having video and audio makes comprehension easier, but not for everyone. Someone on the call may have a unique accent, and another may speak a different language. You could also have someone on the call with hearing problems or some other condition that makes it harder for them to understand what another participant is saying. But with live captions, you can reduce instances of people repeating themselves and simplify real-time note-taking. Additionally, people won't have to send many follow-up messages to revisit what was discussed and get clarity. Furthermore, you save time where transcriptions are needed, like when writing an article. Whoever is writing only has to revisit short segments and points in the recordings to confirm facts like statistics, roadmap commitments, and such. So for people who publish interviews or work for content marketing blogs, live captions can give them a head start on their work. Screen sharing and text chat The reality is that being able to see and hear the person you’re talking to on a call isn’t the acme of communication. Depending on the topic/purpose of the call, one participant may need to pass on some other information, and the seemingly rudimental options like text chat may come in handy. For instance, text chat can help you quickly spell out a word written quite differently from how it sounds. It also facilitates sharing links to other pertinent resources. However, video calls get more interesting when you bring in screen sharing. This feature enables presentations as a participant shows others what's on their screen. It simplifies conducting lessons using slides, and walkthroughs for product aspects like user interfaces. Screen sharing can also work for more casual purposes, like when you want to watch a movie or other video clips with friends. Resolution options 720p is the base standard for video resolution for many video call apps. This is no surprise since many people are content if they can recognize the person in the video. Nevertheless, some situations may require higher resolutions. Source: Unsplash For example, having the clearest picture helps showcase elaborate animations and other motion graphics with complex effects. You may also need this to conduct product demonstrations or display detail-heavy elements like embroideries in textiles, physical circuit boards, and other intricately designed products. That said, it’s nice if your video call app users can select a higher resolution like 1080p or more. Such high-quality video feeds are also cherished by large businesses that want to uphold their brand reputation when conducting live video events like Q&As, announcements, behind-the-scenes, conferences, and more. Filters and effects Video-based communication undoubtedly brings more possibilities for enhancing the information you're conveying. One of the most basic ways to do this is through virtual backgrounds. These can help make your surroundings more visually appealing and offer a canvas for branding elements like logos. Video call apps can even go further by offering other effects, filters, and Augmented Reality (AR) capabilities. These features make video calls fun by letting people express themselves differently, bringing out their lighter and goofy sides through masks, crowns, and more. Moreover, such functionality isn't only for bringing out the fun. It can also help people with conditions like photo-sensitive epilepsy, light sensitivity, and glare. Security and privacy Many people use video call apps for conversations they'd rather not have public. Whether it's private family matters or trade secrets, your app should offer users several ways to protect their information. This also extends to user metadata and other call-related information that some third parties, like advertisers and other businesses would like. Many video call apps already offer end-to-end encryption, but this isn’t enough, especially since hackers aren’t the only problem. Therefore, you should consider options like selective authorization of recording, screenshot alerts, viewing recordings only within the app, and access to others' video feeds only when your video is on. Source: Unsplash These can help users control who gets to record what is said and keep track of these actions. Ultimately, there are fewer scenarios where confidential information makes it out of the group without people knowing who was responsible. Wrapping Up To create a video call app, you need robust technical infrastructure and a highly skilled team. Imagine a call with nearly 100 participants, many with virtual backgrounds, lots of motion, colors, dynamic lights, AR filters, multiple text messages, and screen sharing, all in high resolution. This would require considerable computational resources to keep the experience very good. There are also plenty of problem sources when delivering such a service, so you should constantly learn and adapt accordingly. For professional assistance in gathering all the necessary resources for your video call app project, contact us for a free consultation.