It’s no secret that businesses are struggling with productivity and attracting younger talent. But what if there was a way to use technology to help solve these problems? Artificial Intelligence could be the key to unlocking productivity gains and attracting Gen Z workers.
Over the years, business processes have been standardised, automated, and streamlined. The bulk of the waste has been removed. However, the next wave of productivity gains is not going to come from yet more process standardisation and optimisation. Organisations need to assess whether it’s worth the investment to continue expending extraordinary effort searching for the remaining tiny bit of incremental optimisation. AI can take it one step further by identifying and eliminating non-value-add operations and processes, as AI can be used to gain insights into operations that would have been impossible to see before.
As organisations move to embrace this paradigm shift, it’s important to also consider how to attract and retain the next generation of workers – Gen Z. Born between 1997 and 2012, Gen Z is the first fully digital-native generation.
Each employee has a unique combination of skills, talent, and work they love. Work is an emotional experience. What differentiates the good from the extraordinary is how connected employees feel to their work. We must help each employee identify what they’re good at and unlock their personal “productivity multiplier” by enabling them to do more of the work that they love.
When it comes to attracting and retaining Gen Z talent, AI can also play a key role. This generation has grown up with technology at their fingertips, so companies need to embrace the same technologies in the workplace. This means shifting away from traditional communication methods like phone and email towards instant messaging and social media.
Gen Z workers are also looking for a sense of purpose and a work-life balance, with an emphasis on flexibility and the ability to work from anywhere.
This focus on unique employee strengths and values is not some vacuous, paint by numbers exercise. It’s about maximising the investment made in talent. Employees who focus on their strengths are more likely to be engaged at work. By helping employees feel more connected to their work, organisations can help them be more productive, which can lead to higher engagement and better business results.
Organisations should also reconsider the traditional annual employee goal-setting process. Many Gen Z workers crave constant feedback and recognition for their contributions, so the annual review simply doesn’t work anymore. Instead, consider implementing regular check-ins and feedback sessions, as well as recognition programs for outstanding work.
Gen Z values a workplace that embraces a variety of perspectives and experiences, and they expect their employer to have a strong stance on social issues. AI can help companies create a more diverse and inclusive workplace. By using data to identify and remove bias from hiring and promotion processes, businesses can attract a wider pool of talent and create a more welcoming environment for all employees.
In conclusion, the changing nature of work requires a new approach to productivity and employee engagement, and companies must also adapt to attract and retain Gen Z talent. By focusing on employees’ unique strengths, enabling them to do more of the work they love, and embracing technology and flexibility, organisations can create a workplace that appeals to the next generation of workers.