People are turning to robots to support their career development after the COVID-19 pandemic left them feeling lonely and disconnected from their own lives, according to a new study by Oracle and Workplace Intelligence, an HR research and advisory firm.
The study of more than 14,600 employees, managers, HR leaders, and C-level executives across 13 countries found that people all around the world have felt stuck in their personal and professional lives, but are ready to regain control of their futures. Over 6,000 respondents joined this global study from Asia-Pacific countries including Australia, China, India, Japan, Korea, and Singapore.
More than a year in lockdown and the continued uncertainty due to the pandemic has left many workers in emotional turmoil, feeling like their lives and careers are out of control, but companies are taking note and are taking steps to protect their employees’ mental health.
Despite struggles over the last year, people in Asia-Pacific are eager to make changes in their professional lives.
To retain and grow top talent amidst changing workplace dynamics, employers need to pay attention to employee needs more than ever before and leverage technology to provide better support.
“The past year and a half changed how we work including where we work and, for a lot of people, who we work for. While there have been a lot of challenges for both employees and employers, this has been an opportunity to change the workplace for the better,” said Dan Schawbel, managing partner, Workplace Intelligence. “The results clearly show that investment in skills and career development is now a key differentiator for employers as it plays a significant role in employees feeling like they have control over their personal and professional lives. Businesses that invest in their employees and help them find opportunities will reap the benefits of a productive, engaged workforce.”
“The pandemic has set a new course for the future of work. Surprisingly, despite feeling stuck in their lives, anxious about their future, trapped in the same routine, and more loneliness than ever before, employees are feeling more empowered. They have found their voice and are not hesitating to speak up what success means to them, ” said Shaakun Khanna, Head of HCM Cloud Applications Strategy, Asia Pacific, Oracle. “With these changing priorities, organisations need to do more to attract and retain talent. They need to double down their efforts to help employees identify and develop new skills, and provide personalized career journeys to put them in control of their careers once again.”
“It’s not unreasonable to want to be in the driver’s seat of your own life. Employers should make it as easy as possible for employees to be happy, feel fulfilled, and achieve their version of success with the help of the right technology and right tools,” added Shaakun.
"Peoples' anxiety and stress level increase as they discover and adapt to unknown changes. Remote working and limited physical interactions further restricted understanding and information sharing, resulting in lower engagement, collaborations and trust,” said Peter Leow, Director, Human Resources from The Salvation Army, Singapore, Malaysia and Myanmar Territory with Thailand. “Robots and AI could help bridge some of these gaps to connect and strengthen interest and relations, improve work cultures through crowd sharing of information with efficacy. It enables empowerment, exploration and experimentation within a safe and controlled enviroment with transparency and consistency to enhance creativity, efficiency and effectiveness!”
Research findings are based on a survey conducted by Savanta, Inc. across the US, the UK, UAE, France, the Netherlands, Germany, Brazil, India, Japan, South Korea, Singapore and Australia between July 27 – August 17, 2021. For this survey, 14,639 (out of which 6,111 are from Asia Pacific) C-suite executives, HR leaders, managers and full-time employees were asked general questions about the impact of COVID-19 on the workplace, AI and career development, and AI adoption at the workplace. The study targeted full-time employees who are 22 to 74 years of age. Respondents were recruited through a number of different mechanisms, via different sources to join the panels and participate in market research surveys. All panelists have passed a double opt-in process and complete on average 300 profiling data points prior to taking part in surveys. Respondents are invited to take part via email and are provided with a small monetary incentive for doing so. Results of any sample are subject to sampling variation. The magnitude of the variation is measurable and is affected by the number of interviews and the level of the percentages expressing the results. In this particular study, the chances are 95 in 100 that a survey result does not vary, plus or minus, by more than 0.8 percentage points from the result that would be obtained if interviews had been conducted with all persons in the universe represented by the sample.
Workplace Intelligence, LLC is an HR research and advisory firm helping leaders adapt to trends, drive performance, and prepare for the future. Our mission is to create more intelligent workplaces using data-based insights. For more information please visit workplaceintelligence.com and read the Workplace Intelligence Insider Newsletter.
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