Retaining the humans in human resources

The growth of artificial intelligence (AI), the Covid-19 pandemic, and the accelerating trend towards globalisation have combined to usher in an epochal shift in working practices, arguably the most significant since the industrial revolution.

The traditional office model, where employees collaborate in close proximity, has given way to more atomised workforces, with individuals operating in isolation and communicating remotely. Machines are increasingly assuming roles previously performed by humans, transforming the nature of work itself.

While the economic advantages of these changes are evident, the repercussions on human relationships, integral to the fabric of labour relations, are profound and often unanticipated.

Governments, employers, trade unions, and other social and civic organisations now face the urgent task of preserving and fostering human connections to sustain creativity, cooperation, and collaboration in this evolving landscape.

The impact of AI on workforce atomisation

AI is no longer a distant prospect; it is actively reshaping industries and economies worldwide. With its capacity to emulate human intelligence, machine learning has the potential to revolutionise industries on an unparalleled scale.

Already large language models, such as ChatGPT and its advanced counterparts, are altering the landscape of business operations, disrupting traditional roles.

It has set the stage for a future where the adoption of AI technologies may create a hierarchy among businesses, widening the gap between those harnessing AI’s power and those not. While this technology offers remarkable opportunities, it also presents substantial challenges for society and workforces.

The role of globalisation in the transformation

Simultaneously, the ongoing shift towards globalisation has further amplified the disruption of traditional working structures.

The ability to collaborate across borders has opened up new possibilities, enabling companies to assemble teams with members spanning different time zones and continents.

This physical separation of individuals raises challenges in maintaining the interpersonal connections that were once fostered through shared office spaces.

Colleagues who previously worked side-by-side in the same office are increasingly being replaced with workforces that are dispersed across different countries and continents, in which people can form professional relationships without ever meeting face-to-face.

While this has undoubtedly increased efficiency and flexibility, it has also disrupted the social fabric of the workplace, impacting the spontaneous interactions that often fuel creativity and collaboration.

The acceleration of remote and hybrid working

The Covid-19 pandemic catalysed the widespread adoption of remote working. Lockdowns and safety concerns prompted the rapid implementation of digital communication tools, leading to a paradigm shift in how work is conducted.

Most workers have taken positively to home working, particularly those who face long and tiring commutes to the office. It is also the case that, while some employers have welcomed remote working as a way of reducing the overhead costs of employing people in expensive, city centre offices, more are now encouraging at least some of their staff to attend in person at least some of the time.

This is the point at which opinions start to diverge. Despite efforts to bring employees back to the traditional office setting, businesses are facing unexpected hurdles.

Preserving human relationships in the digital era

In the evolving landscape of modern workplaces, where remote and hybrid work models are becoming increasingly prevalent, maintaining human connections, and fostering a sense of community among employees poses a unique challenge.

Employers can play a pivotal role in fostering a sense of connection among remote workers.

Here are some steps they can take to encourage and forge greater human contact and relationships:

Virtual team-building activities: Organize regular virtual team-building activities to recreate the camaraderie of in-person interactions. This could include virtual games, quizzes, or collaborative projects.

Scheduled video conferencing: Prioritize face-to-face communication through video conferencing platforms. Regular video calls can help bridge the emotional gap created by physical separation.

Digital collaboration and recognition platforms: Implement digital collaboration tools that facilitate real-time communication and project management. As well as enhancing teamwork and providing a shared space for employees to collaborate, they also assist employers in recognising and celebrating individual achievements and events across the organisation. Sharing birthdays,  anniversaries, maternity events, long service landmarks etc is essential in retaining a sense of togetherness and community.

Flexible work hours: Allow flexible work hours to accommodate different time zones. This ensures that employees can connect with colleagues when it is most convenient for them, promoting inclusivity.

Mentorship programmes: Establish mentorship programmes that pair remote employees with experienced colleagues. This not only facilitates knowledge transfer but also nurtures meaningful professional relationships.

Virtual coffee breaks: Encourage informal virtual coffee breaks where employees can discuss non-work-related topics. These casual interactions mimic the spontaneous conversations that occur in physical office spaces.

Wellbeing initiatives: Prioritise employee well-being by implementing initiatives that address mental health and work-life balance. A healthy and content workforce is more likely to engage in positive relationships.

Cross-functional projects: Create opportunities for employees from different departments to collaborate on cross-functional projects. This fosters a sense of unity and understanding across diverse teams.

Recognition programmes: Implement recognition programs to acknowledge and celebrate individual and team achievements. Positive reinforcement enhances morale and strengthens interpersonal bonds.

Open communication channels: Establish open and transparent communication channels to address concerns and foster a culture of trust. Remote employees should feel heard and supported, reinforcing a sense of belonging.

Conclusion

The combination of AI, the Covid-19 pandemic, and globalization have combined to force the modern workforce into uncharted territory. The atomisation of workers, while bringing economic benefits, poses challenges to the essential human relationships that underpin creativity and collaboration.

Governments, employers, trade unions, and organizations must actively address these challenges to ensure that the future of work is not devoid of the meaningful human connections that define a thriving workplace.

By implementing the suggested steps, employers can navigate this evolving landscape and forge a balance that embraces the advantages of technological advancements while preserving the richness of human interactions in the world of work.

Balancing the benefits of remote work with considerations of accessibility, diversity, and happiness becomes imperative, and the adoption of a flexible hybrid model stands out as a step toward creating a work environment that accommodates various needs and circumstances.