By Tammy Browning, President, KellyOCG
The 2024 Kelly Global Re:work Report is out and making a big impression on the world of work! The annual report is a result of a recent survey of business leaders and employees at organizations of all sizes, in various industries, around the world.
Overall, our report finds many employers and employees are not always on the same page. However, we’ve identified a small group of Workforce Resilience Leaders who are succeeding. This group comprises of just 7% of the total respondents, these leaders score high in workforce agility, capability, and inclusion. They also outperform the competition, with 70% reporting increased revenue over the past 12 months.
From a resiliency perspective, workforce agility starts with a culture of learning. Our research shows that training is already a focus of many company’s agility efforts: 59% of all employers—and 69% of Resilience Leaders—currently use learning and development to support workforce agility.
But leaders should go beyond conventional training to provide people with opportunities, projects, and tasks outside their core area. Stretch assignments keep employees excited about work and allow them to develop broad skills rather than just proficiency in a specific job.
Make it crystal clear that learning is part of the job and not an extracurricular activity. Allow employees space in their day for learning rather than asking them to do it on their own time. Show them you see value in investing in their development. Then reward them for investing in their own continued development.
In today’s digital-driven workplace, capability is often synonymous with AI. As Harvard Business School’s Karim Lakhani said, "AI is not going to replace humans, but humans with AI are going to replace humans without AI.”
While it’s inevitable that AI will disrupt some people’s jobs, rather than thinking of it as a weapon, we should embrace it as a tool to enhance how work gets done, thereby allowing space for employees to become smarter, quicker, and more capable. There’s been some question about whether AI leads to greater productivity. The answer is yes—AI helps people efficiently focus on work, complete tasks faster, and spend the extra time engaging in more strategic or creative endeavors.
But there is a gap in how AI is being introduced. 71% of employees expect AI to impact their roles, yet just 39% report receiving AI-related training. Leaders need to make clear how AI will be deployed and follow through with training to effectively use it.
With diversity, equity, and inclusion (DEI) efforts, once again it’s all about communication and action. Determine what you want to accomplish and clearly articulate it so your organization can rally around the mission. I see many companies skip this essential first step, then wonder why they don’t see results.
To position your organization for DEI excellence, clearly define and communicate the following:
Of course, it’s crucial that communication is followed by effective action. Sadly 53% of executives in our survey admit they’re failing to create an inclusive culture. As a result, 47% of employees from minority groups report that they may leave their current employer in the next year, compared to just 24% of non-minority employees.
As you’re building resiliency, consider your whole workforce. It’s estimated that by 2027 half of U.S. workers could be contingent. This group is seldom considered—and that’s a mistake.
Future employees are often sourced from your current third-party labor providers, so it’s in your best interest to ensure your strategies include all individuals in your organization. And the firms supplying your third-party workers may also have resiliency strategies for the talent at your company. Ask what their plans are, if they can help support your initiatives, and if there is anything you can do to support them.
Take these steps to get started, and read the full 2024 Kelly Global Re:work Report. The report is packed with important insights to guide you toward resiliency leadership. Good luck!