Future-Proofing Your Work Culture in an AI-First World

Stop me if you’ve heard this one. AI won’t replace you but someone using AI will. But is this true? People who run businesses around the world seem to believe it as evident by a recent survey by IBM. They asked 3,000 of their closest friends (business leaders actually) about their feelings on AI.

A whopping 87% thought AI would help people do their jobs better but not replace them. These same leaders also said that 40% of their workers might need to learn new things in the next 3 years because of AI. That's about 1.4 billion workers out of all the workers globally.

According to the report, companies that help their workers learn new things because of AI make about 15% more money than companies that don't. And businesses that use AI a lot make even more money – about 36% more!

One thing that really stood out to me in this report was this; employers are caring less about technical skills like knowing a lot about science and math, and they care more about skills like being good at managing time and talking with others. (Wow! Really?) The report says this is happening because AI tools, like ChatGPT, make it not as important to be a super technical expert. Go figure.

This had me thinking about recruiting and the type of skills employers will be hiring for in the future. Even more so when I saw this chart (see below) from the report.  Its titled, “Most critical skills required of the workforce.”

The most important skill is time management and the ability to prioritize. There are courses, and books that can teach you worker how to manage their time but unless those lessons are reinforced regularly, all the time-management skills mastered will be lost. Fortunately, I have a solution. It is called ROWE, which stands for “Results Oriented Work Environment.” A Results Only Work Environment (ROWE) is a human resource management strategy co-created by Jody Thompson and Cali Ressler wherein employees are paid for results (output) rather than the number of hours worked.  They developed and tested their ROWE theory while working in the HR department at Best Buy in 2004 and detailed their experiences in the 2008 book - Why Work Sucks and How to Fix It: The Results. Long story short, it has been proven successful in reducing employee turnover and increasing productivity in various companies. (Among them: Gap, Girl Scouts of America and Syvantis)

So, is a results-oriented work environment the best strategy for retaining workers who are good at time management? (Again, the most coveted skill today and of the future.) Yes, I think so. However, there are pros and cons to this approach; according to Business.com.

On the Pros side:

• ROWE workplaces require less physical space because fewer employees spend time in the office  

• Employees use fewer sick days and take less time off, because they can better work around appointments, illnesses and other events

• Employees are healthier, happier, and have less work-related stress

• ROWE is environmentally friendly, saving both energy and commuting expenses

• ROWE increases employee satisfaction and decreases the rate of employee turnover, thereby reducing hiring and onboarding costs

• Companies that have been able to effectively implement ROWE report a major increase in productivity

And on the Cons side:

• ROWE workplaces can be difficult to manage, since it’s often harder to communicate with remote employees who work varying schedules.

• ROWE opens up the possibility for unethical behavior, since value is only measured in results – not how the results are reached.

• Employees who find it hard to self-discipline or self-motivate may not succeed in ROWE workplaces, so there might be some turnover.

• ROWE doesn’t work for everyone. It’s impossible for consumer-facing fields like customer service or retail, and difficult for highly collaborative companies to implement.

God forbid there be another pandemic but if there was one, companies that embrace the ROWE way of work will be able to adapt and carry on as before. Companies that reject the ROWE way of work might find it difficult to retain workers who do not manage their time well and prioritize tasks as necessary. Something that is important now and even more crucial in the future. But enough of that, what about the other top in-demand skills? Let’s round out the top three.

The second most critical skill is the ability to work effectively in team environments. I think companies can encourage this with escape rooms. An escape room involves locking a group of people in a room and challenging them to solve puzzles and clues to escape within a set time limit. It brings a team together as everyone must collaborate, but it does more than that. Communication is key in an escape room. Participants must communicate effectively to share information, delegate tasks, and work together to solve puzzles. These are skills that would come in handy at work, for sure. Escape rooms also require participants to think creatively and use problem-solving skills to find clues and solve puzzles. If there is a negative aspect to this approach, its that the experience could backfire. Being locked in a room with others can be a stressful experience however, successfully escaping requires trust in your teammates. This can help foster loyalty and build stronger relationships among coworkers.

Okay, what else?

Number three on the list is the “ability to communicate effectively.” I can think of a couple of low-cost ways for companies to tackle this issue, in addition to the panic room strategy. One way is to encourage participation in a local Toastmasters group. For those that don’t know, Toastmasters International is a nonprofit educational organization that teaches public speaking and leadership skills through a worldwide network of clubs. The organization's membership is open to anyone who is interested in improving their communication and leadership skills.

My second suggestion is to connect with a local grade school and ask to give a presentation to 1^st graders on something work-related. Afterwards, the students grade the presenter on how well the speaker presented their topic. The approach may seem unorthodox, but if someone can maintain the attention of a young audience long enough to relate a relevant message, they are a great communicator, indeed.  

In the ever-evolving landscape of the modern workforce, the significance of adept time management, seamless teamwork, and impactful communication cannot be overstated. Preparing your workforce to excel in these realms need not entail exorbitant costs. Rather, consider the transformative potential of aligning your organizational culture towards outcome-driven approaches, immersing teams in dynamic escape room experiences, or even orchestrating engaging presentations for a group of enthusiastic first graders. Although unconventional at first blush, these strategies are anything but strange. Indeed, the most potent solutions frequently emerge from simplicity, occasionally being the most fiscally prudent choice at your disposal. Just sayin’…

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The Next Big HR Trend: Menopause-specific Benefits

Okay, maybe I’m the last to know this. Granted, I’m not the target audience for a new benefit that is trending in HR, but I’m still surprised to discover this. Across the USA and the UK, companies such as Adobe, Nvidia, Bank of America, and Bristol Myers Squibb are offering menopause-specific benefits. What brought this on? Follow the money. According to a study by the Mayo Clinic, menopause costs an estimated $1.8 billion in lost work time a year and $26.6 billion in medical expenses. Therefore, some companies are focusing on educating women and their colleagues about menopause and encouraging people experiencing symptoms to seek treatment. Is it all an altruistic effort? I doubt it. Menopause-related benefits could be one way to retain female workers who are in senior-level positions.

How do women feel about this type of benefit? Survey says, they are all for it. A Bank of America report found that 64% of women want menopause-specific benefits, yet only 14% believe their employer recognizes the need for them. The conventional wisdom says menopause negatively impacts the workplace, and offering menopause support stands to reduce absenteeism, attract and retain senior female talent, and reduce healthcare costs.

So, forgive my ignorance, I wondered what exactly would menopause-specific benefits would entail. I looked it up and found the following:

1. Access to menopause health professionals: Many companies provide access to healthcare professionals who specialize in menopause. This can include gynecologists, endocrinologists, or other specialists who can provide guidance and treatment options for managing menopause symptoms.

2. Education and awareness programs: Companies are focusing on educating women and their colleagues about menopause. This can include workshops, seminars, or online resources that provide information about the physical and emotional changes that occur during menopause, as well as strategies for managing symptoms.

3. Flexible work arrangements: Some companies offer flexible work arrangements to accommodate the needs of women experiencing menopause symptoms. This can include options for flexible hours, remote work, or the ability to take breaks when needed.

4. Time off or leave policies: Companies may provide additional time off or leave policies specifically for women going through menopause. This can allow women to take time to rest and manage their symptoms without using their regular vacation or sick leave.

5. Support groups or employee resource groups: Companies may establish support groups or employee resource groups specifically for women going through menopause. These groups can provide a supportive community where women can share their experiences, seek advice, and receive emotional support.

If you are reading this and thinking, “hey, we could use benefits like that in my office” then, here are some suggestions to help make that happen.

• Educate your colleagues: Women can start by educating themselves and their colleagues about menopause and the impact it can have on women in the workplace. This can include sharing articles, resources, and personal experiences to raise awareness and reduce stigma.

• Talk to HR: Women can speak to their HR department to find out if their company offers menopause-specific benefits. If not, they can request that these benefits be added to the company's benefits package.

• Join or start an employee resource group: Women can join or start an employee resource group specifically for women going through menopause. These groups can provide a supportive community where women can share their experiences, seek advice, and advocate for change.

Perhaps the best advice I can give on this topic is to ask somebody else, likely a mature female, who is more sensitive to this issue and knows more than I ever will. That being said, it appears to me that menopause-specific benefits is a cause that should have been championed into the mainstream a long time ago. I’m glad its finally broken through for those who need it.

Download “Racism Reimagined: How Wokeism is Destroying the Workplace.” It is freely available for download here. What's in it? Well... In a nutshell, I explain wokeism and how I think it impacts society. Afterwards, I take things a step further and discuss how the movement infiltrated the workplace through diversity training. I dive into reasons why I am not a fan of modern-day diversity training then, I go into a mini-rant on why diversity training should not be banned. To support my assertion, I give several suggestions on how it could be improved.

Comic: Uncertain Circumstance

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