# Navigating Technology Adoption Challenges in Modern Workplaces
The world’s largest companies are leveraging technology to navigate workplace flexibility, return-to-office (RTO) strategies and organizational culture. The success of these initiatives increasingly depends on how well organizations integrate technology to support new ways of working.
Several tech giants exemplify different approaches: Microsoft has embedded AI into productivity tools to enhance hybrid work, Google has tied its RTO policies to in-office collaboration technologies, Amazon is investing in AI-driven upskilling and Salesforce is using digital tools to facilitate flexible team agreements.
However, the link between technology adoption and workplace strategy extends beyond major tech firms. Organizations of all sizes are making critical decisions about where employees work and implementing technology to support their chosen models.
However, the issues they face aren’t always the most expected.
## Shadow IT and Security Concerns
The best-laid tech plans can be diverted when workers default to their own tools and screens. Diversified, a global technology solutions provider, recently polled 1,600 U.S. employees, revealing that **89% admit to using personal devices or apps for work**, primarily because they find them easier to use than company-provided tools. This creates potential cybersecurity and compliance risks for organizations.
The shift to remote and hybrid work has fundamentally transformed organizational cybersecurity approaches, according to Roddy Bergeron, a cybersecurity expert at the cloud consulting firm Sherweb. He says this dynamic has revealed how little employees understand about the network-wide impact of their actions on company-connected devices.
“Just one compromised credential—whether stolen through a phishing attack or leaked in a data breach—can give an attacker access to critical systems,” advises Bergeron. Once inside, attackers can move laterally across networks, deploying ransomware that locks out legitimate users and stealing sensitive information.
He reminds HR leaders that just a few years ago, companies primarily secured single-office networks where most employees worked in one location. Today, these same businesses must manage dozens or hundreds of individual environments, each introducing unique security risks.
## Technology Adoption and Remote Work Challenges
Bergeron points out the risks of remote work arrangements, particularly:
– Data breaches from unsecured home WiFi networks
– Employees working from public locations like cafes and airports
– Misconfigured VPNs
– Increasingly sophisticated social engineering tactics
These factors complicate decisions about whether remote work aligns with a company’s business model. “If the answer is yes, it’s critical leaders figure out how to secure it effectively,” says Bergeron.
The physical workspace is also transforming, according to the report from Diversified. Among executives, **73% of CEOs express interest in repurposing office space**, while 83% are considering adding public-use areas, reflecting a broader push to redesign workspaces to enhance creativity, security and productivity.
Thoughtful office arrangements can temper the sense all work happens on a screen, an important consideration because many employees say they need a break from devices to effectively do parts of their jobs, particularly the most human-centric tasks. The Diversified survey found that nearly **nine out of 10 respondents believe workplace technology limits their creativity** and problem-solving abilities, presenting a substantial business challenge.
Sixty percent of the Diversified survey respondents reported that technology integration issues negatively impact their work-life balance. Additionally, 24% of those working late attribute it to tech-related delays.
“The culture of work is changing, and workplace technology is a big driver of this change,” said Jason Kornweiss, senior vice president of advisory services for Diversified. “Now, workplace structures must be fit-for-purpose and workplace technology needs to power experience, satisfaction and productivity—regardless of where people work.”
## Case Study: Deel’s Remote-Only Approach
Deel is a prime example of workplace evolution, operating as a fully distributed global tech company with over 4,500 employees across more than 100 countries, 28 time zones and dozens of languages. This sweeping presence draws candidates to Deel, keeping its recruiting teams busy. In fact, the company received **more than 1 million applications in the past year**.
Alice Burks, people leader at Deel, notes that activating a remote culture requires deliberate strategies. When using tools like Slack or Teams as virtual offices, organizations must establish culture-building “rituals.” Burks suggests that structuring a hybrid workforce can be more complex than managing a fully remote team: “There is simplicity in having everyone working on the same baseline.”
Even in remote environments, effective onboarding remains crucial. While physical way-finding isn’t necessary, employees need clear direction on communication protocols. Deel operates as a “non-email-first” company, enabling highly asynchronous work, according to Burks.
With a global workforce, organizations must normalize asynchronous communications and establish clear expectations around document reviews and feedback processes. Burks advocates for “an outcome-focused view” that helps employees maximize flexibility.
Burks acknowledges that “presenteeism” doesn’t disappear in remote settings but emphasizes that employees should be evaluated on deliverables rather than their online status: “not the green dot that says they are at their desk.”
Research shows that **over two-thirds of workers feel pressured to be online at all times**, according to Diversified. Dr. Rebecca Hinds, head of the Work Innovation Lab at Asana, points to “status dynamics” as a challenge, noting that when organizations transition away from predominantly in-office work, employees often feel pressure to maintain visibility. “Presence is performative,” Hinds observes.
## Industry Variations in Workplace Models
Return-to-office technology adoption trends vary significantly by industry. John Lane, co-founder and partner at executive search and consulting firm Landing Point, notes that financial services companies typically require in-office work four to five days per week. Before the pandemic, “work from home was almost code for ‘out of pocket,'” says Lane.
While technology enabled remote work during pandemic lockdowns, Lane reports that “fully remote and hybrid have dried up in financial services,” with minimal resistance from younger candidates, in his experience.
However, Karat’s Top Cities Report, published by the global hiring firm specializing in technical interviewing, challenges this trend, especially for technical roles. The report reveals that if “remote” were classified as a city, it would have the **highest concentration of elite engineers**, with 44% of candidates interviewing for remote positions scoring in the top quartile. This suggests that tech hiring leaders should carefully weigh the quality of remote talent against the necessity of in-person work.
## Key Takeaways for Recruitment Professionals
1. **Security must be prioritized** when implementing remote work policies to prevent data breaches and system compromises
2. **Balance digital and human interaction** as over-reliance on technology may limit creativity and problem-solving
3. **Establish clear communication protocols** for remote and hybrid teams, especially for global workforces
4. **Focus on outcomes rather than online presence** to combat digital presenteeism
5. **Consider industry-specific needs** when developing technology adoption strategies, as technical roles may benefit more from remote flexibility than traditional industries
# Navigating Technology Adoption Challenges in Modern Workplaces
The world’s largest companies are leveraging technology to navigate workplace flexibility, return-to-office (RTO) strategies and organizational culture. The success of these initiatives increasingly depends on how well organizations integrate technology to support new ways of working.
Several tech giants exemplify different approaches: Microsoft has embedded AI into productivity tools to enhance hybrid work, Google has tied its RTO policies to in-office collaboration technologies, Amazon is investing in AI-driven upskilling and Salesforce is using digital tools to facilitate flexible team agreements.
However, the link between technology adoption and workplace strategy extends beyond major tech firms. Organizations of all sizes are making critical decisions about where employees work and implementing technology to support their chosen models.
However, the issues they face aren’t always the most expected.
## Shadow IT and Security Concerns
The best-laid tech plans can be diverted when workers default to their own tools and screens. Diversified, a global technology solutions provider, recently polled 1,600 U.S. employees, revealing that **89% admit to using personal devices or apps for work**, primarily because they find them easier to use than company-provided tools. This creates potential cybersecurity and compliance risks for organizations.
The shift to remote and hybrid work has fundamentally transformed organizational cybersecurity approaches, according to Roddy Bergeron, a cybersecurity expert at the cloud consulting firm Sherweb. He says this dynamic has revealed how little employees understand about the network-wide impact of their actions on company-connected devices.
“Just one compromised credential—whether stolen through a phishing attack or leaked in a data breach—can give an attacker access to critical systems,” advises Bergeron. Once inside, attackers can move laterally across networks, deploying ransomware that locks out legitimate users and stealing sensitive information.
He reminds HR leaders that just a few years ago, companies primarily secured single-office networks where most employees worked in one location. Today, these same businesses must manage dozens or hundreds of individual environments, each introducing unique security risks.
## Technology Adoption and Remote Work Challenges
Bergeron points out the risks of remote work arrangements, particularly:
– Data breaches from unsecured home WiFi networks
– Employees working from public locations like cafes and airports
– Misconfigured VPNs
– Increasingly sophisticated social engineering tactics
These factors complicate decisions about whether remote work aligns with a company’s business model. “If the answer is yes, it’s critical leaders figure out how to secure it effectively,” says Bergeron.
The physical workspace is also transforming, according to the report from Diversified. Among executives, **73% of CEOs express interest in repurposing office space**, while 83% are considering adding public-use areas, reflecting a broader push to redesign workspaces to enhance creativity, security and productivity.
Thoughtful office arrangements can temper the sense all work happens on a screen, an important consideration because many employees say they need a break from devices to effectively do parts of their jobs, particularly the most human-centric tasks. The Diversified survey found that nearly **nine out of 10 respondents believe workplace technology limits their creativity** and problem-solving abilities, presenting a substantial business challenge.
Sixty percent of the Diversified survey respondents reported that technology integration issues negatively impact their work-life balance. Additionally, 24% of those working late attribute it to tech-related delays.
“The culture of work is changing, and workplace technology is a big driver of this change,” said Jason Kornweiss, senior vice president of advisory services for Diversified. “Now, workplace structures must be fit-for-purpose and workplace technology needs to power experience, satisfaction and productivity—regardless of where people work.”
## Case Study: Deel’s Remote-Only Approach
Deel is a prime example of workplace evolution, operating as a fully distributed global tech company with over 4,500 employees across more than 100 countries, 28 time zones and dozens of languages. This sweeping presence draws candidates to Deel, keeping its recruiting teams busy. In fact, the company received **more than 1 million applications in the past year**.
Alice Burks, people leader at Deel, notes that activating a remote culture requires deliberate strategies. When using tools like Slack or Teams as virtual offices, organizations must establish culture-building “rituals.” Burks suggests that structuring a hybrid workforce can be more complex than managing a fully remote team: “There is simplicity in having everyone working on the same baseline.”
Even in remote environments, effective onboarding remains crucial. While physical way-finding isn’t necessary, employees need clear direction on communication protocols. Deel operates as a “non-email-first” company, enabling highly asynchronous work, according to Burks.
With a global workforce, organizations must normalize asynchronous communications and establish clear expectations around document reviews and feedback processes. Burks advocates for “an outcome-focused view” that helps employees maximize flexibility.
Burks acknowledges that “presenteeism” doesn’t disappear in remote settings but emphasizes that employees should be evaluated on deliverables rather than their online status: “not the green dot that says they are at their desk.”
Research shows that **over two-thirds of workers feel pressured to be online at all times**, according to Diversified. Dr. Rebecca Hinds, head of the Work Innovation Lab at Asana, points to “status dynamics” as a challenge, noting that when organizations transition away from predominantly in-office work, employees often feel pressure to maintain visibility. “Presence is performative,” Hinds observes.
## Industry Variations in Workplace Models
Return-to-office technology adoption trends vary significantly by industry. John Lane, co-founder and partner at executive search and consulting firm Landing Point, notes that financial services companies typically require in-office work four to five days per week. Before the pandemic, “work from home was almost code for ‘out of pocket,'” says Lane.
While technology enabled remote work during pandemic lockdowns, Lane reports that “fully remote and hybrid have dried up in financial services,” with minimal resistance from younger candidates, in his experience.
However, Karat’s Top Cities Report, published by the global hiring firm specializing in technical interviewing, challenges this trend, especially for technical roles. The report reveals that if “remote” were classified as a city, it would have the **highest concentration of elite engineers**, with 44% of candidates interviewing for remote positions scoring in the top quartile. This suggests that tech hiring leaders should carefully weigh the quality of remote talent against the necessity of in-person work.
## Key Takeaways for Recruitment Professionals
1. **Security must be prioritized** when implementing remote work policies to prevent data breaches and system compromises
2. **Balance digital and human interaction** as over-reliance on technology may limit creativity and problem-solving
3. **Establish clear communication protocols** for remote and hybrid teams, especially for global workforces
4. **Focus on outcomes rather than online presence** to combat digital presenteeism
5. **Consider industry-specific needs** when developing technology adoption strategies, as technical roles may benefit more from remote flexibility than traditional industries