In the era of AI and change, organizations will need to create a Human Intelligent (HI) Workplace by engaging your workforce and creating a great workplace experience (Part 3)

Employee engagement
HI

Human Intelligent (HI) Workplace
Helping Leaders Help Themselves

March 25, 2024

A Human Intelligent (HI) Workplace is defined as one where leaders model effective leadership behaviors by creating an organizational culture where the workers’ experience is one of being engaged while collaborating with their diverse team members.

It is a workplace where the workforce feels psychologically safe  when raising different perspectives, taking risks, being innovative, and/or being creative. It is a workplace where the workforce feels listened to and understood by their leaders. It is a workplace where the workforce finds fulfillment in the work they do and in the organization they work in.

As you can read, the third component that can enable a Human Intelligent Workplace is about workers’ experience and having an engaged workforce. We know through extensive research and writing that workers are looking for meaning, purpose, happiness, and fulfillment at work. Enabling this can create a great worker experience and yet many organizations have not kept up with the changing expectations.

It has been found in a study by Gallup, that only 30% of those in US firms and 13% globally of the workforce is engaged. This has also led to an increase in stress in the workplace both by leaders and the workers. There is also a disconnect as to how leaders see their effectiveness vs how their workforce sees them with 86% of leaders believing they are inspirational while 82% of the workforce seeing them as discouraging.

Employees are expecting their managers to care about them personally and yet many leaders don’t seem to know how to do it. In some cases, they can’t seem to agree on employee well-being, where leaders ranked this in a survey as eighth in importance while employees ranked it third not surprisingly.

However, not all is gloom and doom as 52% of U.S. companies offer wellness programs. There are efforts and there are organizations that keep coming out each year as “Best Place to Work”. So, organizations are taking a proactive approach and ensuring their leaders are providing effective leadership to create an engaging workplace experience.

  1. The questions for you to consider are:
  2. Is your organization taking a proactive approach in this area?
  3. Are your leaders supporting this?
  4. How do you know? Have you checked with your workforce?
  5. How is your turnover, or worse yet, have any resigned but still work in your organization as the “quiet quitting” brought to the forefront during the pandemic?

Reach out if you’d like to discuss ways to assess your organization to determine if and what sort of plan you need to develop.

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