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.
In the UK specifically, while people are still looking to technology to support their careers, they are a little more skeptical with 71% of people believing robots can help them better than humans. Similarly, 77% of people want technology to define their future, as opposed to 85% of people globally, and only 65% (75% globally) of Brits would make changes to their career based on recommendations by a robot.
“In the last eighteen months, technology has helped us stay connected to loved ones, friends and colleagues,” said Richard Petley, senior vice president, Oracle UK. “It’s no surprise that people are now turning to it to help enhance their careers, having seen the benefits of it in their personal lives. Like everyone across the world, British people are turning to technology to help them revaluate what they want both personally and professionally, and to help break the malaise of feeling ‘stuck’ – albeit with a dose of British skepticism.”
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.
Despite struggles over the last year, people around the world 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 last year set a new course for the future of work. Surprisingly, amongst the stress, anxiety, and loneliness of the global pandemic, employees found their voice, became more empowered, and are now speaking up for what they want,” said Yvette Cameron, senior vice president, Oracle Cloud HCM. “The evolving nature of the workplace shifted the way people think about success and reset people’s expectations for how organizations can best support them. To attract and retain talent, businesses need to place a higher priority on helping employees identify and develop new skills and provide personalized career journeys so they can feel in control of their careers again.”
Learn more about this global report here: https://www.oracle.com/uk/human-capital-management/ai-at-work/
Research findings are based on a survey conducted by Savanta, Inc. across the US, the UK, the UAE, France, the Netherlands, Germany, Brazil, India, Japan, South Korea, Singapore and Australia between July 27–August 17, 2021. For this survey, 14,639 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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