May 19, 2020

Are you dialed-in for overcoming telecommunication hurdles?

Canadian businesses
Adam Groff
3 min
Are you dialed-in for overcoming telecommunication hurdles?

Many new mediums of communication have emerged in recent years, but most businesses still use telephones extensively to communicate internally and externally.

While some companies have little or no problem with their telecommunication systems, others face obstacles that prevent them from communicating effectively and efficiently.

RELATED TOPIC: Canadian companies know the business of cloud phone systems

Effective communication plays an important role in the success of your business, and you need to solve every telecommunication problem as quickly as possible in order to ensure smooth communication.

Here is a look at four telecommunication challenges that are commonly faced by Canadian businesses….

Managing phone calls

If you receive a lot of phone calls on a regular basis, it can be difficult for you and your employees to handle all the calls.

Missing calls or handling phone calls improperly can make your customers, suppliers, business partners or other callers unhappy, and this can result in loss of business opportunities and reputation.

One way to ensure that phone calls will be properly managed is of course to hire a receptionist.

However, if you want to save money, you can implement a hosted VoIP phone system that comes with features such as auto receptionist, music on hold, caller ID, line forwarding, voice mail to email, missed call alerts and others.

RELATED TOPIC: Does your company’s mobile app need a jumpstart?

One example of a Canadian company that benefited from switching to a hosted VoIP phone system is Muscovitch Law Firm.

After subscribing to a VoIP phone service called RingCentral, the company managed to save a substantial amount of money and project a much larger company image by using the great features that came with the service.

Holding meetings

There are times when you need to hold meetings with people who are not in your workplace, and it can be difficult or expensive to get them together.

According to an article entitled "4 Telecommunication Obstacles and How to Hurdle Them", this problem can be solved by using conference calling or video conferencing technology.

These technologies can significantly reduce travel costs and minimize disruption of schedules.

Keeping your mobile workforce connected

If you have many employees who need to perform work duties outside the office frequently, you may have trouble keeping them connected.

With a hosted VoIP phone system, phone calls can be automatically routed to employees who are in the field, traveling or at home.

RELATED TOPIC: Are you drive by mobile apps?

Nannies on Call is an example of a Canadian company that used a hosted phone service to grow from a local business to a nationwide operation.

This service enabled the company to talk to all its employees, including those who work from home, by just dialing an extension rather than calling a phone company.

Dealing with technical problems

Technical problems such as static, echo and phone system downtime can prevent you and your employees from communicating effectively.

If you want to minimize technical problems, you should choose a hosted phone service provider that is reputable and reliable.

Using the latest phone technologies and choosing the right phone service provider can make a big difference in the efficiency of your company's communication system.

Efficient communication can help you improve your business processes, achieve greater customer satisfaction and boost your competitive advantage.

RELATED TOPIC: Who will Ontario’s new brain research centre support and how will this change technology?

About the Author: John McMalcolm is a freelance writer who writes on a wide range of subjects, from social media marketing to Cloud computing

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Jun 12, 2021

How changing your company's software code can prevent bias

Lisa Roberts, Senior Director ...
3 min
Removing biased terminology from software can help organisations create a more inclusive culture, argues Lisa Roberts, Senior Director of HR at Deltek

Two-third of tech professionals believe organizations aren’t doing enough to address racial inequality. After all, many companies will just hire a DEI consultant, have a few training sessions and call it a day. 

Wanting to take a unique yet impactful approach to DEI, Deltek, the leading global provider of software and solutions for project-based businesses, took a look at  and removed all exclusive terminology in their software code. By removing terms such as ‘master’ and ‘blacklist’ from company coding, Deltek is working to ensure that diversity and inclusion are woven into every aspect of their organization. 

Business Chief North America talks to Lisa Roberts, Senior Director of HR and Leader of Diversity & Inclusion at Deltek to find out more.

Why should businesses today care about removing company bias within their software code?  

We know that words can have a profound impact on people and leave a lasting impression. Many of the words that have been used in a technology environment were created many years ago, and today those words can be harmful to our customers and employees. Businesses should use words that will leave a positive impact and help create a more inclusive culture in their organization

What impact can exclusive terms have on employees? 

Exclusive terms can have a significant impact on employees. It starts with the words we use in our job postings to describe the responsibilities in the position and of course, we also see this in our software code and other areas of the business. Exclusive terminology can be hurtful, and even make employees feel unwelcome. That can impact a person’s desire to join the team, stay at a company, or ultimately decide to leave. All of these critical actions impact the bottom line to the organization.    

Please explain how Deltek has removed bias terminology from its software code

Deltek’s engineering team has removed biased terminology from our products, as well as from our documentation. The terms we focused on first that were easy to identify include blacklist, whitelist, and master/slave relationships in data architecture. We have also made some progress in removing gendered language, such as changing he and she to they in some documentation, as well as heteronormative language. We see this most commonly in pick lists that ask to identify someone as your husband or wife. The work is not done, but we are proud of how far we’ve come with this exercise!

What steps is Deltek taking to ensure biased terminology doesn’t end up in its code in the future?

What we are doing at Deltek, and what other organizations can do, is to put accountability on employees to recognize when this is happening – if you see something, say something! We also listen to feedback our customers give us and have heard their feedback on this topic. Those are both very reactive things of course, but we are also proactive. We have created guidance that identifies words that are more inclusive and also just good practice for communicating in a way that includes and respects others.

What advice would you give to other HR leaders who are looking to enhance DEI efforts within company technology? 

My simple advice is to start with what makes sense to your organization and culture. Doing nothing is worse than doing something. And one of the best places to start is by acknowledging this is not just an HR initiative. Every employee owns the success of D&I efforts, and employees want to help the organization be better. For example, removing bias terminology was an action initiated by our Engineering and Product Strategy teams at Deltek, not HR. You can solicit the voices of employees by asking for feedback in engagement surveys, focus groups, and town halls. We hear great recommendations from employees and take those opportunities to improve. 


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