For the last few years, global business operations have experienced unforeseen changes and evolution in seemingly record-breaking time. Naturally, this has forced company leaders to reconsider many of the basics of running a business, from strategic planning to supply chain management and, not least, people management. One central lesson was the importance of employee well-being, particularly in times of dramatic change. In every case, people are the engines of success, and when they’re not well, business may suffer, too.
 

While there are many great management or strategic leadership tactics at hand to support employee well-being, one way to reduce the stressors employees face is to address their workload and find ways to leverage the latest technology to streamline their workdays.

Efforts to promote employee well-being don’t undermine performance; they enhance it. In a similar vein, attempts to promote employee productivity using AI shouldn’t be a means to reduce headcount. To succeed in today’s business landscape, companies need every advantage they can get, and companies that give their people all the functional and personal support they need will come out on top.

Assess the Situation

Some companies are attempting to paper over the problem with office perks, but the superficial appeal of ping-pong tables and catered lunches are poor substitutes for a good salary, decent health insurance, and flexibility to take care of personal and family business when necessary, without penalty or loss of status at work.

Wellness programs have also become popular in forward-thinking HR departments as a way to show workers that employers care about them. But adding wellness benefits on top of an unstable foundation is just throwing good money after bad, and it won’t help either employees or companies in the long term. What’s more, despite all those mindfulness seminars, resilience workshops, and other wellness solutions, a recent study found that people who participated in such programs were no better off than colleagues who did not.

Spot the Difference: HR Strategy vs People Strategy

Business leaders should ask themselves: does this business have an HR strategy or a people strategy?

HR strategy is driven by legality and compliance; its primary concern is, arguably, shielding the company from liability. A people strategy emphasizes hiring the right people, positioning them in the right roles, and giving them the right tools to succeed. It also requires a shared understanding of the company’s core values and a commitment to strong onboarding and professional development practices.

Lean on Tech to Empower Employees

Technology contributes to a successful people strategy, and the latest technological innovations present opportunities for companies to become more proactive than ever before. Artificial intelligence (AI) offers two important new advantages: First, AI’s massive processing capacity means that companies can finally draw insights from all those terabytes of data they generate but can’t exploit. Second, AI’s predictive power will allow companies to leverage data to foresee and address problems before they occur.

One application of AI could be to help reduce attrition, a costly problem that plagues some industries more than others but leaves none untouched. AI can be used to examine data to compare employee performance indicators with those of others who have quit in the past, for example, helping companies identify early signs of burnout and disengagement among current employees and giving managers a chance to intervene with support to get employees back on track. That will help reduce onboarding costs associated with new hires and preserve hard-earned institutional knowledge—which usually correlates with higher productivity and better employee experience.

Redefine Balance

Balance is key to successful people strategies, but not in the traditional work-life balance that many think. In a perfect world, employees derive purpose and fulfillment from their work, but that can’t be the expectation for every employee. While work is important, it should not come before living, nor should it be part of a negotiation or exchange with living in an attempt to increase workplace productivity.

Deploying a people strategy works to combat the notion of work-life balance. With a people strategy, leaders and employees can have a mutual understanding and respect for each person’s life outside of work.

Tapping into the tools and resources offered as part of a people strategy, employees’ personal needs are addressed or alleviated in some way, freeing them from any financial, physical, or mental burdens they may be carrying with them into the workplace. When their personal lives are put at ease, their ability to focus and execute at work increases.

Maintain Well-Being Reserves

Companies that pursue a people strategy rather than an HR strategy will be more likely to survive the perfect storm of stress generators swirling around today’s market. When employees know their company has their back, they’ll be more willing and able to give that “little bit extra” their employers need occasionally. This only works when employees perceive a positive balance in their work life; business leaders can’t withdraw more from their people if they haven’t made enough deposits into their well-being accounts.

For companies that haven’t yet built up a positive balance with their teams, now is the time to start. Business turbulence and crises can’t always be avoided, but business leaders can always take the extra time and care to ensure their employees are supported. And in turn, their employees will likely do the same for the business.

Author Bio

Jennifer Lee is the President and COO at Intradiem. Jennifer has 20 years’ experience in the contact center industry with more than 15 years as a people leader. Throughout her career, Jennifer has served in a variety of roles in the contact center space, including operations, quality, workforce management, and client services. Prior to this role, Jennifer has served as Chief Strategy Officer.

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