Emerging technologies and economic uncertainties have brought insecurities, disengagement and a new set of challenges for employees and local businesses.
With a genuine threat of certain jobs being replaced by robots and a greater implementation of AI, business leaders in and around Kent are exploring new ways to motivate employees and alleviate workplace uncertainties.
Growing uncertainty from AI adoption
According to reports almost a third of workers in the UK feel insecure in their jobs with the stress of losing a job, a deflated salary and organisational change cited as some key factors. As a business, it’s therefore key for you and a HR team if you have one to identify the reasons why employees might feel insecure about a role before devising strategies to address their underlying concerns.
One current insecurity stems from the perceived ‘threat’ from AI automation and its widespread adoption. With reports estimating that 30% of jobs could be automatable by 2030, employees can’t be blamed for genuinely worrying that their roles could disappear in the near future. Companies, therefore, need to communicate about any plans to augment AI tech into organisational processes. By being transparent about the impact AI might have, you can then plan and provide staff with the training options and reskilling resources to adapt.
Rising demand for businesses to be greener
There is another growing demand for businesses to step up their commitment to sustainability and green objectives. Today’s employees are attracted to jobs that give them a sense of purpose. Over 40% of UK workers prefer working for a company that supports sustainability and green initiatives, and renewable energy uptake. Your employees will want to know that they’re working for a company who makes a healthy contribution to their community.
To motivate and retain existing employees, ensure your recruitment pages and web pages are optimised to highlight green credentials and your support for the local community. For instance, showcase any sponsorship deals and charitable contributions you make with the right content. You can also demonstrate a commitment to climate change by using renewable energies in your premises. Promote positive messaging across all your platforms to attract new applicants and impress clients.
Recognising why staff are demotivated
The rapid evolution of technology across businesses in tandem with a cost-of-living crisis and climate change fear in some way can cause modern stresses and uncertainties in employees working in a range of industries. The deteriorating mental health of people is another cause for concern, with 45% of UK workers reporting poor mental health causes their work to suffer. Businesses, therefore, can develop valuable solutions tailored to prioritising the mental and physical health of their staff.
It is important to understand the root causes of stress, mental burnout and demotivation in any job. Issues can stem from many factors: excessive workloads, unrealistic deadlines or lack of managerial support to an unhealthy environment, poor career progression and a poor work-life balance. The rapid evolution of the workplace is causing stresses and uncertainties that lead to disengaged, unmotivated employees and HR professionals need to develop innovative solutions tailored to the priorities and values of today’s employees.
Motivating employees with personalised strategies
By understanding root causes of demotivation and testing new approaches, they can help rebuild motivation and performance. Key focus areas include transparent communication, a focus on engaging employees in emerging technologies, enabling flexibility, providing upskilling and development opportunities, fostering social connections, and aligning work to purpose and meaning. Businesses and their HR departments can look at unique motivational strategies, such as:
- Enablement and upskilling – Providing resources and training to help employees adapt to new technologies and work methods. This promotes autonomy and growth.
- Flexible-working arrangements – Supporting flexible schedules, remote work, and family leave to help employees manage work-life demands. This drives engagement and retention.
- Fostering your company purpose – Communicating and enabling employee participation in realising the business’ societal contributions. This provides meaning to work.
- Personal development pathways – Creating transparent career development paths and mentoring programs. This motivates continuous growth.
- Modernising performance management – Shifting from top-down evaluation to continuous feedback and non-hierarchical development. This supports growth mindsets.
Developing employees with opportunities
Younger generations do expect greater purpose and fulfilment from work beyond just a salary. In fact, LinkedIn suggests that 93% of Gen Z younger employees fully expect ongoing training and upskilling opportunities at work plus continuous development.
One main area for motivating employees comes from implementing personal development plans, which map out an employee’s long-term career goals, outlining the skills, experiences and knowledge they need to acquire to achieve them. The keyword in this is the word ‘personal’ because HR professionals are motivating a person rather than a department first in order to have a fully engaged workforce or company. These plans act as a structured motivational roadmap, however, for continuous learning and growth tailored to an individual strengths and interests.
When companies provide resources like mentorship and training to bring development plans to life, it shows a commitment to employee advancement. Personal development action plans provide employees with clarity on how their role is evolving and how their manager is supporting their future growth in a job. With regular check-ins, one-to-one meetings to plan progress and praise achievements, your business can enable employees to take ownership of their role now and in the future.
Successfully motivating today’s employees requires businesses to adapt to new technologies, respond to the demands of staff and communicate a clear path forward. By adapting and recognising the concerns of your workplace and how to alleviate them, you are future-proofing your business to be fulfilling and inspiring for the person and the machine.