People strategy fit for the future of work

As you start to make sense of the Future of work in your context, have you pivoted your People Strategy to effectively prepare the organisation?

Let’s start again with what ChatGPT has found for us when asked “please provide me with an up to date People Strategy outline that addresses the Future of Work and AI”.  This a great start.

Here's a comprehensive framework for a People Strategy:

1. Talent Acquisition and Recruitment:

• Identify key skills and competencies required for the integration of AI and emerging technologies.
• Implement innovative recruitment strategies, such as AI-driven tools and data analytics, to attract and assess top talent.
• Foster diversity and inclusion to ensure a well-rounded and creative workforce.

2. Continuous Learning and Development:

• Establish a culture of lifelong learning to adapt to evolving technology trends.
• Invest in upskilling and reskilling programs for employees, focusing on both technical and soft skills.
• Promote self-directed learning and provide resources for employees to stay updated on industry developments.

3. Employee Experience:

• Prioritize employee well-being and work-life balance through flexible work arrangements.
• Foster a collaborative and inclusive work environment that encourages creativity and problem-solving.
• Implement feedback mechanisms to understand and address employee concerns.

4. Leadership Development:

• Develop leadership capabilities that align with the demands of a technology-driven future.
• Emphasize emotional intelligence, adaptability, and the ability to lead diverse and cross-functional teams.
• Encourage leaders to stay informed about AI and technological advancements to make informed decisions.

5. Collaboration and Team Dynamics:

• Facilitate interdisciplinary collaboration to encourage the exchange of ideas and knowledge.
• Implement tools and platforms that support remote collaboration and communication.
• Foster a culture that values teamwork and innovation.

6. Technology Integration and Change Management:

• Provide comprehensive training programs to help employees adapt to new technologies.
• Develop change management strategies to address potential resistance and ensure a smooth transition.
• Foster a culture that embraces experimentation and learning from failures.

7. Ethical AI and Responsible Practices:

• Establish guidelines and policies for the ethical use of AI in the workplace.
• Educate employees on the responsible use of technology and the potential impact on society.
• Encourage transparency in AI decision-making processes.

8. Agility and Flexibility:

• Develop an agile organizational structure that can quickly respond to technological changes.
• Foster a mindset of adaptability and resilience to navigate uncertainties.
• Implement flexible work policies and structures.

9. Employee Well-being and Mental Health:

• Prioritize employee well-being by providing resources and support for mental health.
• Encourage a healthy work-life balance and promote stress management initiatives.

10. Measurement and Analytics:

• Implement key performance indicators (KPIs) to measure the effectiveness of the People Strategy.
• Use data analytics to gain insights into workforce trends, employee engagement, and the impact of AI on productivity.

And here is what I have learned:

I would most certainly use it the ChatGPT answer as a checklist to see where the gaps are in my strategy, but most People functions I know would not have the capacity, skills or technology to do all of this well. In fact, most People Strategies I see are a long list of projects and not a strategy at all. I still also see siloed projects between different parts of the People function. So let’s unpack some further ideas of how to get to a context-appropriate, prioritised People Strategy for your organisation.

First and foremost, a good People Strategy always talks the language of the business and not of HR. What are the business outcomes we need to achieve and how will our People Strategy help achieve them? For example:

Grow the business                  Improve quality of hire, reduce time to hire
Improve profitability              Improve leadership, develop automate/augment low value tasks

Next, a great People Strategy  always addresses the key people risks the organisation faces. I use the Marsh People Risk Pillars as a guide. In 2022, the top 5 people risks were Health and safety, Governance and financial, Accelerated digitization, Talent practices and Environmental and Social.

Once I understand what the business needs are and what risks we need to manage it is also important to understand three different boxes. Which of your initiatives are dealing with current 1 year priorities and optimising what you  are already doing – Box 1, which ones are getting you future fit – box 3 and which ones do you need to STOP doing (Box 2) to create capacity and money for delivering box 1 and 3. (Hint: no one ever has anything in Box 2 and almost everything gets pushed into Box 1 which is not sustainable).