Over 12K participants in this study with my key take-away being the focus shouldn’t be on the tools or tech (sorry AI) but on the people. Performance is centered on people being successful in the completion of their role and if our inner state is in turmoil, our work is affected.
“Two in five workers believe that the world of work is fundamentally broken and one in four wish they didn’t have to work at all. People crave the peace of mind that comes with job security and financial well-being — staples that become increasingly important during times of upheaval.”
Let’s align people to a shared purpose, respect the person, and create a community that listens, values, and supports one another. From here, we can begin to plan how to utilize the tools available to us strategically and with intention.
Hi Bill @WJRyan ,
This is a large impressive study! The tech tools have been sometimes hinderances instead of help for many in my first work foray into higher ed, but in business now for myself, I understand both sides of the metaphoric equation. Sometimes tech tools can help to prove, with data, the whys we need to do the things we do, or don’t do. What a catch 22!
I’m seeing this in the article: " Cultivate a digital-first culture
Design an adaptive, digitally fluent organization where people can thrive." Maybe it should be written create a people first culture where digital tools can be accessed when and as needed.
Great resource as always Bill! You lightened my day with your awareness of humans first integrity and almost tangible wisdom!
Love “almost tangible wisdom” - herself supported this with, “true, sometimes you do make sense”! I am feeling the luv!!
I admit the frustration of deja-vu gone wrong (again) as I see another super tool enter the work and life flow we are in without a plan for the transformative capabilities the tool might truly be capable of. When I work with clients on initiatives, I always ask them what they are taking off their employees’ task list, the looks I get are classics! Yet, we need to create the space to explore and investigate how a tool can impact our workflow and that is really hard to do when supporting the last 5 years of important corporate initiatives.
Focusing on people, align to purpose, build new processes while taking old ones away - all result in happier, more productive people who also work. (rant done, soapbox open to all now!)
Well, a colleague pointed out how HR leaders wanting more mental health and wellness benefits may contradict business leaders wanting to reduce mental health costs, as the report states. But I argued that proper investment would help actually lower the hidden (and not so hidden) costs of having a workforce that’s not doing well in these aspects.
And to bring this to our area: one of the ways we could argue in favor of investing in these initiatives is by explaining how we can design effective learning experiences that will help achieve the desired results in terms of mental health and wellness, and thus lower the costs of not promoting such initiatives in the long run.
Great point @ariyacianci and this is an area L&D often overlooks when the topic of ROI (or what I prefer to call ROL, Return on Learning) is the costs of sick days reduced and I also look at workplace injuries, when people are stressed, distracted, etc. they tend to not pay attention so they get hurt - reduce these infractions (add in possible compliance fines too…) and the ROL can overshadow the “expenses”.
