In today’s highly competitive global economy, organizations are tasked with ensuring employee engagement and productivity. But year over year, they keep falling flat with rising attrition rates, leaving everyone uncertain of what’s to come and who’s the next to leave. One major factor to these plummeting levels of employee engagement is the changing nature of work — where employees need to feel properly equipped with the right tools to maximize their productivity.
The workplace has evolved from a 9-to-5 office space into a collective society of digital collaboration and a community of morale-boosting and channel learning between employees. While there is a new need for increasingly flexible, mobile and diverse workplaces, we need to go beyond the rhetoric of flexibility and strategize how we should design and implement the future of work.
Despite what some skeptics may say, artificial intelligence (AI) should remain at the forefront of this innovation and change. The perception of a diabolical relationship between AI and work has spurred a technological phenomenon, resulting in heated debates and a lot of guesswork over whether it will eliminate more jobs and do more harm than good. However, it is far too black-and-white to peg AI as a job-killer. Rather, the technology should be viewed as a job redistributor, one that will actually bolster many people’s career trajectories and remove menial tasks from day-to-day operations.
Consequently, it is imperative that the future of work must support and implement agile working, where cognitive and intent-based AI technologies can help augment workers with the fastest access to the right information and decision-making.
With the right mix of technology and human interaction applied to customer engagements, organizations can maximize their business outcomes and make sure they are retaining and upskilling their employees. These digital technologies have the power to transform not just the workforce, but every vertical market and sector.
In order to make sure organizations are equipped with these changing expectations, they must embrace digitization and increase workplace adaptation through sensitization training and full transparency. For instance, analytics can help mitigate many of these concerns by using tools to identify areas such as skill upgrades, better decision-making, workforce planning, and hiring strategy. These tools can help ensure unbiased onboarding, appraisal processes or personalize employee experiences through journey and skilling maps as a means to chart career growth.
Eradicating repetitive, manual processes that once bogged down employee workloads will vigorously transform the nature of work, broadening its scope and allowing employees to focus on more interpretative and analytical work. This will evolve employees’ skill sets into a hybrid of technical and human abilities, where technology operations and data analysis will combine with communication and active listening to drive faster results.
Ultimately, it is vital for leaders to have their finger on the pulse of intelligent automation in order to sustain a competitive advantage and increase employee retention rates. By investing in AI and machine-learning tools, the enterprise will be able to build a smarter, more intelligent and happier workforce while also driving productivity, value to market and innovation.
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