The Future of Work is Wellbeing
Serena H. Huang, Ph.D.
?? 2024 AI Keynote Speaker to Watch l AI Consultant | Corporate Trainer | Chief Data Officer | Author "Inclusion Equation: Leveraging Data & AI for Organizational Diversity & Wellbeing"
The headlines are screaming about the "return to office" debate, with even Google's former CEO backtracking on his claims about remote work hindering innovation. Amidst the noise, a crucial truth is emerging:?the future of work is about wellbeing.
In the RTO debate, everyone knows there is a difficult tradeoff between flexibility with connection. ?Many?hybrid employees ?have also had an underwhelming RTO experience: They go to the office to connect with colleagues, only to find it empty, and they’re left zooming from the office or doing work alone that they could have done at home.
The organizations I’ve spoken to with a more contemporary approach that focuses on employee autonomy and connection create offsites where teams gather outside the office on a regular basis, instead of mandating days per week or month. A change in environment can also provide a boost to creativity and innovation. ?
A 2023 HBR article highlights the connection between employee wellbeing and having a sense of autonomy. “Ditching the commute allowed people to lighten their financial load, gain back time in their day, and better control their mental and physical health. Gartner research has found that autonomy not only reduces workers’ fatigue by 1.9 times, it also makes them 2.3 times more likely to stay with the organization. Leaders are now grappling with how to facilitate their organization’s transition back to more in-office work, particularly in the face of our research which found 67% of employees feel that going to the office requires more effort than it did pre-pandemic and 60% of employees say the cost of going to the office outweighs the benefits.” Coming out of the pandemic, many organizations opt to mandate a minimum number of days per week, but employees who followed this model didn’t show?higher performance ?in the Gartner data.
Is anyone doing this well?
On a recent Digital HR Leaders podcast , Heidi Manna, Chief People Officer at Jazz Pharmaceuticals, shared how employee feedback and HR data played a role in shaping the RTO decisions.? “So, I knew things like I knew they didn't want to come in three days a week, they were very clear on that.? 92% of them said, "We prefer to stay remote for most of our work, but we do also want to connect".? They didn't say that they don't want to connect any more, they also told us that continuing to connect was important.? And then we brought in a bunch of demographics, I'll say, that we're important to influencing this.”???
“And then we looked at commute time.? It was eye-opening to see that 75% of our employees, because we're located near big cities, they were commuting over an hour every day, and they didn't want to give up that productivity and that quality of life that they had.? And then we brought in some external research and we started to just have dialogues.”
Jazz Pharmaceuticals has found through their journey that combining employee feedback and demographic data is critical to influencing the RTO decision. It may take a different set of data to achieve the level of effectiveness in your organization. I learned the hard way early-on in my career: Never take another company’s strategy or best practices and expect it to work within your organization. The key is to leverage both external research or benchmarking, and analyze your own employee data to make an informed decision.
What's Contributing to Our Stress and Anxiety?
Given external factors such as inflation and global conflicts, we are facing a workforce grappling with high stress levels, particularly among younger employees. Research reveals lack of inclusion, absence of recognition, and reward inequities as top stressors for this critical talent cohort. The cost of ignoring the voices of this group is severe, besides attrition rates, organizations are aliening the next generation of leaders. Notably, data from my forthcoming book highlights the profound link between inclusion and workplace wellbeing.
The 2024 Deloitte Global 2024 Gen Z and Millennial Survey shows a third of respondents who regularly feel stressed or anxious say that their jobs (36% of Gen Zs and 33% of millennials) and their work/life balance (34% of Gen Zs and 30% of millennials) contribute a lot to their stress levels, roughly consistent with 2023 numbers. Stressors at work include not getting recognition for their work (51% of Gen Zs and 53% of millennials), long working hours (51% of both generations), and not having enough time to complete work (50% of Gen Zs and 45% of millennials). Some also cite a lack of control over how or where they work (44% of both generations) and not feeling included by their colleagues (43% of Gen Zs and 40% of millennials).
Wellbeing and inclusion are certainly not just Gen Z or millennial issues. These are fundamental human needs that impact employees’ productivity and ultimately a company's success.
AI and Employee Wellbeing
It's time we reframe workplace wellbeing as a multi-dimensional imperative, not a fringe benefit. This encompasses mental health support eliminating stigma, enabling flexibility and autonomy, providing purposeful growth opportunities aligned with employee needs, and nurturing a true sense of inclusion.
How can AI help? While often viewed as a productivity-enhancing tool, AI's role in the future of work has more nuanced employee wellbeing implications. There are potential applications in two key areas.
1. Mental Health Support:
AI-powered chatbots can provide confidential support, offering resources, and even initial assessments for common mental health concerns. They aim to bridge the gap in the therapist shortage and provide 24/7 support. The results and patient experiences have been mixed. Examples include Woebot, a rules-based AI system with a database of research and user experience, designed to engage users and provide predictable, controlled responses. Another example is Tessa, a chatbot originally designed by researchers to help prevent eating disorders. The National Eating Disorders Association had hoped Tessa would be a resource for those seeking information, but it was taken down when the chatbot recommended weight loss, counting calories, and measuring body fat, which could potentially exacerbate eating disorders.
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AI can also analyze employee data (communication patterns, performance metrics, wearable device data) to identify early signs of burnout or subtle signs of mental health struggles. This allows for early intervention and connecting employees with resources. However, there are privacy concerns to consider. Organizations must carefully weigh employee privacy, consent, and data governance. Additionally, AI systems must be paired with adequate mental health support resources to avoid legal and ethical challenges. If your organization uses AI to identify early signs of mental health challenges, do you have enough resources to support your employees?
2. Physical Health Improvement:
AI-based fitness trackers and apps can monitor activity levels, provide personalized exercise recommendations, and offer virtual coaching sessions to help employees stay motivated and achieve fitness goals. In industries like trucking, where high stress levels are common, wearables can monitor driver fatigue, provide feedback on lifting techniques, and promote overall safety. AI can also analyze dietary habits, provide personalized meal plans, and offer guidance on healthy eating choices. Additionally, AI can optimize work hours and provide reminders for rest, preventing burnout and improving job satisfaction.
I remember working for a company that had an on-site nutritionist years ago. It was very helpful to get a personalized plan that I could easily follow. Few organizations offer such benefits today and remote work has also made it less practical to hire nutritionists on-site. AI-based nutrition apps can analyze dietary habits, provide personalized meal plans, and offer guidance on healthy eating choices. This can help employees make informed decisions about their food choices and water intake and improve their overall health.?
Achieving a healthy work-life balance is essential for both employee wellbeing and productivity.? AI can help by optimizing work hours and ensuring that employees have sufficient time for rest. For example, AI can provide a reminder to rest based on the number of hours in back-to-back meetings. This can help prevent burnout and improve overall job satisfaction.
Responsible AI Principles for Workplace Wellbeing
While AI offers significant potential for improving employee wellbeing, it's essential to be aware of the potential risks and implement proper processes to ensure responsible use. Additionally, data collection and analysis must be conducted ethically and transparently, with clear consent and safeguards in place to protect employee privacy.?
To ensure that AI is used in a responsible and ethical manner, I’d recommend starting with these 10 principles:
Rather than perpetuating the "living to work" grind, the brightest future workplaces will put human flourishing at the center. This means wellbeing-oriented policies enabling flexibility, mental health support, growth opportunities, and inclusive cultures.
Forward-thinking leaders understand the tangible benefits - enhanced productivity, innovation, talent attraction, and retention. Perhaps more importantly, employees cannot be productive when they are unwell.
The COVID-19 pandemic was a wakeup call. Now it's time for organizations to walk the talk on employee wellbeing as the future of work. The future isn't just about AI - it's about flourishing human potential enabled by technology.
Gratitude Note: I am grateful for everyone who has sent me encouraging messages over the past few months as I not only pivoted the focus of my business but also experienced severe grief from losing multiple family members. I am also grateful for all the practitioners who said yes to being interviewed for my book and giving readers hope through real life examples that it is possible to create a data-informed strategy that boosts wellbeing and inclusion in the workplace. Thank you!
Coming up next:
Dr. Serena Huang is a globally recognized speaker and innovator, renowned for her ability to bridge the gap between data analytics and the human side of business. She brings a unique perspective, having served as a data executive at Fortune 100 companies and later as a Chief Data Officer in a startup environment. Her insights are not just about numbers; they're about understanding the human impact of data and harnessing its power to create a more productive and healthy workplace. A forthcoming author, Dr. Huang is also a regular guest lecturer at top MBA programs, where she shares her passion with the next generation of business leaders. Visit DataWithSerena.com for more.
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This article highlights how crucial wellbeing is for the future of work. Emphasizing employee health and happiness will be key to building successful and sustainable work environments. Thanks for sharing these forward-thinking insights!
?? 2024 AI Keynote Speaker to Watch l AI Consultant | Corporate Trainer | Chief Data Officer | Author "Inclusion Equation: Leveraging Data & AI for Organizational Diversity & Wellbeing"
2 个月Would love to get reactions from Keith McCormick Cal Al-Dhubaib Cindi Howson Sonny Rivera Sophia Toh (卓秀貝), MBA, PCC, CPDC, CMA, CFM, CSCA Sanja Licina, Ph.D. Dan Riley Shujaat Ahmad Melissa Doman, M.A. Stephanie Murphy, Ph.D. Meisha-ann Martin, Ph.D. Meighan Newhouse ??
International Business Leader | Sales & Client Success | MBA, Certified Business Performance Specialist | Driving Growth Across Industries
3 个月Absolutely agree, remote work is a huge advantage and offers flexibility for everyone. Just like Serena H. Huang, Ph.D. mentioned with Jazz Pharmaceuticals, focusing on employee feedback is crucial. In my experience, one of my tech startup clients, focused on pharmaceutical software, rapidly expanded by accessing a global talent pool. Eliminating the need for a Manhattan office significantly reduced overhead costs.
Executive Coach Empowering Successful Career Transitions ★ I help leaders land dream jobs in < 90 days with 1.5-3x’s pay increase ★ 24-Year Transformational Experience ★ Expert Branding & Resume Writer 90DayThrive.com
3 个月Isn't it fascinating how the work landscape is evolving? While the RTO debate rages on, it's becoming clear that the real focus should be on employee wellbeing and creating meaningful connections, whether we're in the office or working remotely.
Corporate Wellness Expert | Vibrant Yoga Helps Companies Thrive | Customized Wellness Programs | Boosting Workplace Productivity & Morale | Let's Create a Healthier Work Environment ????
3 个月It’s ironic how some people still think being physically present equals productivity. I've seen teams thrive with remote setups because they prioritize wellbeing and genuine connection over mere physical presence. Let’s challenge traditional norms and create work environments that truly support our teams.