How purpose-driven work and strong company culture boost employee loyalty

We are living through an AI revolution. Boards are green-lighting pilots and buying AI licenses to maximise employee productivity. However, the most powerful performance lever in the modern workplace isn’t algorithmic; it’s human. READ MORE: https://lnkd.in/dxniipae

As NZ organisations race to stay competitive in an AI-fuelled, rapidly transforming tech landscape, one critical driver of success is often being overlooked:   How ready are your employees to adapt to new technology?    Best Workplaces™ data shows us that psychological safety, trust in leadership, and access to professional development all contribute to a workforce that’s better prepared to harness the potential of AI. Without it, organisations risk falling behind. And no amount of investment in technology will make up for a disengaged or low-trust workforce. Read more 👉 https://lnkd.in/gj4vmqgc

From leadership makeovers to AI readiness, Alex Mahon shares her take on how workplaces need to evolve in the coming years https://lnkd.in/eGb6SUjs

Over half of UK organisations are already facing skills shortages and a third expect things to get worse in the next five years. That’s not just a statistic. It means heavier workloads, lower productivity, stagnant growth and greater reliance on outsourcing, all while economic uncertainty continues. From what I see, many businesses are wrestling with the same questions: 🤝 Do we recruit harder? 📚 Do we invest in upskilling and retention? 🌍 Do we outsource and risk losing in house expertise? For me, this isn’t just about numbers. It’s about people feeling the pressure of heavier workloads, leaders struggling with productivity dips and businesses questioning how to grow when the talent simply isn’t there. 🌱 Gen Z now makes up almost a third of the workforce, they are tech-savvy, have fresh ideas and new expectations of leadership. However, they’re also entering work against a backdrop of economic uncertainty, rising costs and AI disruption. This recent article in People Management also highlights what this generation really wants from employers: - Ongoing feedback and open dialogue - Transparency on pay, inclusion, and sustainability - Empathy and trust in leadership - Training and career development as essentials, not perks 💭 I’d love to hear how is your organisation preparing for the skills challenge ahead. Is it recruitment, upskilling, something else or are you risking being left behind? 💭 Is your organisation ready for Gen Z?

In Sydney for HR + L&D Innovation & Tech Fest – one of my favourite conferences where I'm presenting and chairing a track. Day one's first half delivered brilliant insights I'm sharing in this four-part series. Dr. Sandra Peter & Dr. Kai Renner from University of Sydney opened with what leaders need to know about future messy shifts hitting businesses. We're entering a decade of disorientation with five messy shifts: Values, Tech, Accountability, Trust and Energy. Eye-opening stats: - Five generations in the workplace = different expectations. 49% of Gen Z avoid phone calls as one of the top 3 life activities. - Tech execution isn't enough – leaders need deeper tech understanding. - Trust in news plummeting: 36% of 25-34s vs 44% of 55+ trust news. - AI data centres could consume 25% of electricity by 2030. Solution? Upskilling. Their 2025 Skills Horizon report identifies 36 essential skills leaders need, including AI fluency, digital ethics, & leading across generations. Our business needs to have curious leaders who ask good questions, experiment, are intellectually omnivorous, and can build relationships. David Burroughs from Westpac tackled 'Good Work' using positive job design for better wellbeing, highlighting that good work benefits people, performance and productivity. Together, we have to go beyond surface-level wellbeing programs with better work design. This includes fixing actual work by balancing Challenging Demands (engaging tasks) with Hindrance Demands (stuff stopping meaningful work). Get this wrong = disengaged people with declining wellbeing. Track 4 – my chairing gig. Catriona Malcolm, Selina McKay & Deepti Sachdeva shared "The Data and Digital Uplift Saga: Empowering Over 7000 People with AI Skills" - an honest story about delivering brilliant learning with limited time, budget, buy-in. This team leads with heart. How they did it: - Secured SME buy-in early - Made learning magnetic with elements such as alumni networks, digital badges - Designed for agency and choice - Allowed self-enrolment - Maintained momentum with clever marketing (Kit-Kats in foyers - love this!) And loved these great quotes: "Designing for humans is messy" and "Sometimes flexibility beats perfection." Onto the second Track session - "Inclusive Learning – Designing for Neurodivergence" with Shaheen . from Ta'Learn and Oscar Svernlöv from Mentimeter. With 15-20% of Australians identifying as neurodiverse as Shaheen said "Diversity is inherent, inclusion is strategic." So how can we design not only our learning solutions but our workplaces better? Here's some insights: - Shorter information chunks - Pre-meeting information - Check sensory sensitivities - Offer choice and control - Normalise movement - Use project management tools Simple changes, massive potential - and when you look at this list - it benefits us all. Part Two coming later today! #HRTechFest #L&DTechFest

"The most powerful performance lever in the modern workplace isn't algorithmic, it's human!"💡 In his latest interview, Lord Mark Price highlights why leaders don't have to choose between AI and happiness and outlines what they can do to implement both across their companies. Read the full interview 👇

Want to attract and retain Gen Z talent? Then your #LearningAndDevelopment benefits need to be a priority. 📈 Gen Z values skills and investment in their growth - a consensus amongst the experts in this must read article from Michael J. O'Brien in WorldatWork. 🧠 Great insights in the piece from Attensi's Rasmus Arousell, 🗨️ "Employers that showcase clear development pathways - especially those that include AI Driven up-skilling and on-demand learning - are more likely to attract and retain Gen Z talent.” ⬇️ Read the full article ⬇️ https://lnkd.in/d55BBXJS

🤔 What if we've been asking candidates all the wrong questions in our AI-powered screening? While everyone's racing to implement the latest AI tools, new research reveals a startling truth: workplace happiness is 2.5x more predictive of performance than traditional hiring criteria. Here's what this means for talent acquisition: • AI should augment, not replace, our focus on human connection • Screening for cultural alignment and wellbeing indicators becomes crucial • Traditional "skills-first" algorithms may need recalibration to include happiness metrics 💡 RecruiterDNA Insight: The most successful AI recruitment strategies in 2024 will be those that blend predictive analytics with happiness indicators. Consider adding questions about what brings candidates joy at work, their ideal team culture, and how they define workplace satisfaction. Question for my network: How are you measuring candidate happiness in your screening process? Are your AI tools helping or hindering this assessment? #FutureOfRecruitment #TalentAcquisition #WorkplaceHappiness #AIHiring #HumanFirstRecruiting

AI is the critical skills gap for HR in 2025 – and we are leading the conversation. 💡 We’re proud to be featured in the latest piece by Training Journal the future of the people profession, where our State of the People Profession 2025 survey reveals some eye-opening insights: 🧠 66.3% of HR professionals say AI is the most important skill for the future 📊 But nearly half admit they don’t have the skills they need 💥 Change management and data analysis also rank high on the priority list The message is clear: 2025 demands bolder thinking, smarter tools, and a skills revolution in HR. This research isn’t just a snapshot – it’s a call to action for the people profession. 📎 https://hubs.la/Q03Fxn7R0 #HR2025 #AIinHR #EmployeeExperience #PeopleProfession #FutureOfWork #HRTech #PeopleExperienceHub

While exploring AI workflows after my course at BIG school, I came across a striking finding: nearly 50% of American employees are already using AI tools at work without telling their managers, what some call a “shadow productivity economy.” 👉 Source: The Times – “Half of American employees use AI in secret” https://lnkd.in/dU8AFUqB This article reinforced something I’ve been thinking: AI isn’t just a tool, it’s becoming essential for staying competitive in remote work and virtual assistance tasks. It can help you organize schedules, prioritize tasks, and even suggest better workflows—without replacing the human judgment that makes work meaningful. But here’s a question I find fascinating: why do so many keep using AI in secret when it clearly offers advantages? I’d love to hear your thoughts and experiences. #AIatWork #RemoteWork #Productivity #VirtualAssistant #DigitalTools