Talent Solutions Playbook

Value employee input

Include Employee’s

When embracing automation or AI in different departments, ensure employees are included in planning and implementation to boost their satisfaction and engagement, and to help troubleshoot any issues that arise.

  • Survey employees to compile a list of repetitive, time consuming, non-value-added tasks that can be automated. This list will help determine which activities should be prioritized for automation and how to redistribute job responsibilities. Employees will feel more comfortable embracing automation and AI, and in taking on new responsibilities, because they were involved in the process from
    the beginning.
  • Pilot new technology with small teams and ensure employees have sufficient time set aside every day for testing. Collect feedback and use it for continuous process improvement. The more testing done during setup, the more successful the transition will be when it’s scaled companywide – and the more employees will feel like they’re part of the solution.

Tips

When evaluating automation opportunities, focus on both frequency and intensity to identify which tasks are most common across departments, and which might not be as common but consume a great deal of time. For example, fielding phone calls or taking orders from customers might not be common activities across every department, but they’re time-consuming and can easily be automated.

It often takes time for employees to learn how to fully leverage new technology, and the learning curve can vary significantly. Be patient and recognize that everyone has their own timeline. Some employees will require more intensive support.

Pilots are a great opportunity to identify effective ways to train employees to navigate new technology, and to determine how much time it might take to fully scale these innovations across the organization.

Tips

When evaluating automation opportunities, focus on both frequency and intensity to identify which tasks are most common across departments, and which might not be as common but consume a great deal of time. For example, fielding phone calls or taking orders from customers might not be common activities across every department, but they’re time-consuming and can easily be automated.

It often takes time for employees to learn how to fully leverage new technology, and the learning curve can vary significantly. Be patient and recognize that everyone has their own timeline. Some employees will require more intensive support.

Pilots are a great opportunity to identify effective ways to train employees to navigate new technology, and to determine how much time it might take to fully scale these innovations across the organization.

Download a Copy of the Playbook

The playbook provides practical tactics, metrics, and resources to support the recruitment, development, retention, and engagement of talent in the new era of work.
Get the Playbook

Tactics

Baby Boomers

Competitive and hardworking Baby Boomers (1946-1964) value job security, visibility, and recognition and rewards for a job well-done. As part of the largest generational cohort,…

Be flexible

Consider Opportunities for Flexibility Offer flexible schedules and opportunities for remote work; consider how to engage the part-time workforce by redesigning jobs to allow for…

Leverage skills-based assessments

Identify Desired Skills Determine how skills will be assessed at each stage of the interview process and decide on a baseline that candidates must meet…