How can HR help teams manage the connection between technology and human connection?

Business models that have emerged after the pandemic present difficulties for HR teams on various levels. Nonetheless, there is one predominant issue that influences all others: culture. What we have discovered in the last two years is that workers continue to desire the vibrancy and involvement of a workplace rooted in human interaction, even when they are in remote and/or isolated settings. This emerging reality is a strong influence molding the future of work. It compels businesses to face two essential inquiries: why is human interaction so fundamental to work, and how can HR foster a culture that genuinely prioritizes individuals and enhances employee well-being?

The significance of human bonding

Many research studies indicate that the connections individuals develop at work can affect both employee well-being and the financial success of a company. It has repeatedly discovered that friendships at work boost productivity and engagement. Throughout the years, studies of this nature have shown that the majority of individuals desire a feeling of belonging in their workplaces and that the more humanized a work environment is, the greater its success will be. Currently, that call is more powerful and pressing than it has ever been, making employee well-being a crucial focus for organizations.

In a recent survey by Workhuman titled Two Years into Covid: The State of Human Connection at Work Opens a New Window, employees were questioned: “How significant is diversity, equity, and inclusion (DE&I) for you regarding your continuing employment at your current organization?” 72% of people said it’s important. For Gen Z employees and Black, African, or Caribbean workers, that percentage is even greater, reaching 86% and 87% respectively. Additional human factors like work-life balance, employee well-being, and experiencing appreciation contribute to fostering this sense of connection. For instance, our study with GallupOpens a new window conducted earlier this year showed that employees who obtain recognition that meets their needs and expectations are:

• 56% reduced probability of being a job seeker
• Four times as likely to participate
• 3 times more likely to experience loyalty towards their organization

Moving ahead, HR teams need to focus on employee relationships and dedicate themselves to people-centered cultures. However, what is the most efficient method now that a significant amount of work is conducted in distributed settings? That’s where technology can take the spotlight, playing a crucial role in fostering employee well-being while maintaining human connections.

Utilizing technology to reveal the invisible

Social Recognition tools provide HR with distinct strategic advantages. It acts as an addition to the technologies found in the conventional HR toolkit and functions as a different kind of measure to assist companies in comprehending how employees engage and how those engagements affect business results. By leveraging such tools, organizations can gain deeper insights into employee well-being and workplace interactions. At its core, recognition technology allows for examining the numerical data associated with recognition instances, revealing concealed human relationships among people and groups while offering insights into where collaboration occurs (or does not occur). Delving further, every moment of acknowledgment carries a personal message from the giver to the recipient. Utilizing natural language processing (NLP) on those messages can uncover a complex and intricate story about the happenings within the network. This task can subsequently serve to provide evidence-based insights into how these employee connections influence aspects like engagement, retention, employee well-being, the significance of company values, and a variety of other factors.

Integrating AI with natural language processing can assist businesses further by incorporating unconscious bias analysis, uncovering insights that enhance employee communication and promote a sense of inclusion and belonging. Cutting-edge technology such as this can strengthen ongoing training and assist in reducing unconscious bias in real time while the sender is drafting a recognition message. By ensuring that technology is used effectively, HR can foster a workplace where employee well-being remains a top priority, even in distributed work environments.

HR’s guide: 8 key principles for enhancing employee well-being

Through the integration of qualitative and quantitative research in all these fields, Workhuman has pinpointed crucial shifts in the workforce, along with the components necessary for fostering a positive and more human-centric work environment. The eight components consist of:

• Work that is meaningful and driven by purpose. Workers must comprehend the effects of their tasks and recognize how their roles align with the organization’s values.
• Gratitude. Employees are more likely to feel valued and get substantial recognition for their exceptional achievements when a fraction of payroll (for example, 1% of payroll) is set aside for employee appreciation. Through the development of a sense of belonging, this technique immediately improves employee well-being.
• Balance between work and personal life. To achieve harmony between work and personal life, the complete humanity of every employee must be recognized and celebrated. Prioritizing employee well-being in this balance leads to greater job satisfaction and productivity.
• A varied, embracing environment of acceptance. Placing importance on programs for work flexibility and employee mental health and well-being allows employees to feel appreciated as their true selves and fosters a feeling of community.
• Chances for development. Workers require consistent feedback and direction to facilitate their ongoing learning and growth.
• Fair recompense. Pay decisions must be fair and unbiased, taking into consideration the skills and knowledge of the employee. Paying workers fairly is essential to preserving their wellbeing and drive.
• Safety (emotional and private). Employees need to feel emotionally and physically protected at work. They must also feel secure about how their employer utilizes and protects their personal information and be in control of it. Maintaining workplace safety and providing employees with emotional assistance boosts trust and engagement.
• Monitoring of environmental and social obligations. Employees can feel proud of their work and the positive impact their firm has on the community when they embrace inclusive and sustainable business practices. When workers support the organization’s mission, employee well-being rises.

Technology and human connection in balance

To promote employee well-being, HR must find a balance between technology and face-to-face interaction. It takes careful planning to create a workplace that puts employee wellness first. The following are some essential tactics to improve employee well-being in your company:

The part HR plays in workers’ well-being.

Establishing a workplace that puts employee welfare first requires a complete strategy. Some essential tactics to improve employee happiness in your business are as follows:

Give people the chance to grow and develop.

Employee well-being and career advancement are closely linked. Workers may become disengaged and dissatisfied if they feel bored or unchallenged.

Organizations ought to promote career development by:

• Providing training and advancement programs.
• Promoting mentorship and coaching options.
• Offering distinct pathways for career growth.

Performance metrics. Assessing engagement and productivity levels can show how employee well-being impacts overall business success.

Use of wellness programs. Tracking participation in mental health services, wellness programs, and other activities helps determine their efficacy and employee attractiveness.

Encourage physical well-being. One of the most important aspects of employee well-being is physical health. Companies can improve employees’ physical health by:

• Offering nutritious food choices at work.
• Promoting consistent exercise via fitness programs or gym subscriptions.
• Designing ergonomic work environments to avoid physical stress and unease.

The potential for employee well-being.

Employee welfare will continue to be a top issue for companies looking to draw in and keep bright workers because the workplace is always changing.

Making hybrid work, work

With remote and hybrid jobs becoming the norm, companies need to think beyond office walls. It’s about keeping employees engaged, supported, and balanced—wherever they work. Flexible setups should still feel connected and motivating.

Leaders who prioritize people

Wellbeing-focused leadership: Leaders will be held more accountable for improving employee well-being and fostering an environment where workers’ happiness and health are given top priority to achieve organizational goals.

Concluding thoughts -A workplace that feels right

Employee well-being Happy, supported employees make businesses stronger—plain and simple. Businesses that truly care about their employees’ well-being create a more engaged, productive, and healthy work environment. Employers may ensure that their staff members feel appreciated and empowered by emphasizing work-life balance, chances for career advancement, mental health support, and a healthy work environment. Management and employees both gain when employee well-being is prioritized.

Visit UNLEASH, the international digital media and events company that is revolutionizing the future of work, for more information about workplace tactics and trends.