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Overcoming Workplace Resistance to AI
AI, HRThere’s something big happening in the world of work. While it isn’t new by any means, it has recently exploded into the limelight, shaking up how businesses operate and forcing leaders to rethink the very fabric of their organizational culture. If you guessed the answer is artificial intelligence, you’re right.
AI is undeniably changing how we work. But instead of being open to its possibilities, fear is the common sentiment pervading many organizations—fear of displacement, fear of the unknown, and, perhaps most significantly, fear of failure in the face of revolutionary change. Recent research shows that more than 75% of respondents are concerned that AI adoption will lead to a loss of jobs. So if people fear losing their jobs to AI, why would they embrace it?
Rather than giving in to this fear, I think there’s a better solution—one that starts in HR. If leaders in this field become the first to adopt AI in their organizations, they can lead the entire workforce through this era of transformation with confidence.
It’s About the Little Things
AI’s spotlight in the corporate world often illuminates the technology’s most groundbreaking and disruptive capabilities. It’s painted a picture where hyperproductive algorithms overshadow the human element of work. This grandiose view can understandably be intimidating, which is why many approach AI with hesitation. But we need to recognize that artificial intelligence’s strength is in augmenting human capabilities, streamlining processes, and enriching the workplace experience in subtle, yet profoundly impactful ways.
The real value of AI is its ability to handle tasks that, while necessary, can be mundane and time-consuming. At my organization, for example, AI is being used to enhance efficiency across the board. Corporate functions and frontline employees alike utilize automation for small tasks like email sorting and responses, thread summarization in communications, swift comparisons in datasets, and meticulous recording of meeting notes.
In HR, this technology could be used to automate administrative duties like writing emails, parsing résumés for key skills, or even answering common employee inquiries through intelligent chatbots. This shift would then allow you to spend more time on personal interactions, strategy, and nurturing a vibrant workplace culture—the core elements that truly make a difference in an organization’s success.
Overcoming Resistance Won’t Be Easy
Much like rolling out any new initiative, you’ll likely encounter some resistance to adopting AI. So your role in this transformation will be leading through education, transparency, and engagement. By demystifying AI and providing clear, accessible information on how it will be used and the benefits it brings, you can alleviate fears and build enthusiasm among employees. This might involve organizing workshops, training sessions, or demo days where employees can see AI in action and understand how it will support their work.
When people feel they have a say in the change, resistance begins to wane. Plus, it’s been shown that an employer’s transparency around AI matters. According to a 2023 UKG study, while “63% of employees say AI would increase job satisfaction and engagement,” more than half don’t know how their companies are actually using it.
I’ve seen the positive impact of transparency firsthand. In my company’s efforts to overcome resistance, we’ve incorporated showcasing AI’s capabilities live during all-hands meetings, particularly with the C-suite leading the demonstration. By employing AI tools in real time, our leaders get the opportunity to talk about the technology’s potential and visibly integrate it into their workflows. This helps break down barriers of skepticism and fear because employees watch how AI can augment their experience.
The next best thing you can do is lead by example. Demonstrating successful AI use cases within HR can inspire confidence and support across the organization. You might showcase how AI-driven analytics can improve operations, virtual assistants can provide resources, and machine learning algorithms can predict trends. When other departments see the tangible benefits you’ve seen—such as improved efficiency, better decision-making, and enhanced employee satisfaction—they’ll be more likely to embrace AI within their own teams.
The Promise of AI: A More Human Workplace
Employees must understand that, by taking over routine and repetitive tasks, AI will actually allow us to focus more on what makes us uniquely human: creativity, empathy, and strategic insight. As HR leaders, our role in this era of transformation is to do more than simply integrate AI into organizational processes. We need to ensure that this technological advancement serves to enhance the human experience at work.
AI offers the promise of a more inclusive, equitable, and engaging workplace. By leading the charge on integration, you can help realize this promise. This will turn potential disruptions into opportunities for growth, innovation, and deeper human connection.
This is the moment for shaping a future where technology and humanity coexist in harmony, each enhancing the other. The journey starts now, and HR is at the helm.
Leadership vs. Management: 5 Tips to Become a Better Leader
HR, LeadershipIn the dynamic world of business, leadership and management are often used interchangeably, but they represent distinct skills critical to organizational success. At Mosaic Consulting Group, we believe understanding these differences is key to fostering effective leadership within your team. Here are five actionable tips to enhance your leadership skills and drive positive change:
1. Embrace Shared Goals
Rather than simply delegating tasks, immerse yourself in the team’s mission. Collaborate with your team members, leveraging their strengths to achieve collective objectives. By actively participating and leading by example, you inspire a shared commitment to success.
2. Share Your Knowledge
As a leader, your expertise is a valuable resource. Instead of using it to assert authority, empower your team by sharing insights and skills. Encourage continuous learning and development among team members, fostering a culture of growth and mutual support.
3. Cultivate Humility
Great leaders recognize their limitations and value diverse perspectives. Embrace humility by seeking input from your team and acknowledging their contributions. Celebrate collective achievements rather than seeking individual recognition, reinforcing a culture of collaboration and respect.
4. Foster Open Communication
Effective leadership thrives on open and honest communication. Regularly solicit feedback from your team to understand their challenges, aspirations, and ideas for improvement. By creating a culture of constructive feedback, you build trust and strengthen team cohesion.
5. Build Meaningful Relationships
Invest time in building genuine connections with your team members. Understand their strengths, motivations, and career aspirations. By demonstrating empathy and support, you cultivate a positive work environment where team members feel valued and empowered.
Conclusion
Becoming a better leader requires dedication, self-awareness, and a commitment to continuous improvement. By embracing these tips from Mosaic Consulting Group, you can elevate your leadership skills and inspire your team to achieve greater heights. Remember, true leadership isn’t defined by a title—it’s demonstrated through actions that empower and unite others towards a common purpose. Start today and lead your team towards success with confidence and authenticity.
Driving HR Success Through Innovative Technology
HRIn a post-pandemic workplace that is becoming increasingly demanding and competitive, many HR professionals, including myself, are now focusing on providing more strategic value. While HR is traditionally seen as responsible for nurturing organizational culture, the shift toward strategic, innovative work is becoming increasingly important.
The Evolving Landscape of HR Management
Over the past three decades, the landscape of HR management has undergone significant transformations. Today’s operational HR systems and software are becoming more complex, often making them incompatible with established internal office systems. This complexity can hinder key functions such as building talent pools, managing employee relations, conducting training needs analysis, and advising on performance management issues.
As a result, HR processes are becoming less adaptable within the business framework. Staying engaged with innovations in the HR field is, therefore, critical for continued success.
The Value of Adopting HR Innovations
From my experience, innovations in HR involve integrating traditional and modern management technologies and approaches to effectively address future challenges. For example, in today’s workplaces, there is a strong emphasis on fostering diversity and inclusivity, embracing new ideas, and adopting AI platforms to enhance organizational efficiency. Recent advances have focused on improving various aspects of HR, such as recruitment, onboarding, training, and performance management.
When leading innovative HR projects, valuable insights are often obtained by understanding which attributes are related to business planning. Implementing new ideas, methods, and technologies is crucial for meeting the changing demands of your organization and its workforce. Strategies for tackling these challenges include using AI-powered technology, automating procedures, and creating policies that support workplace culture, employee engagement, and mental health and well-being.
How HR Is Using Innovative Tech
Since the pandemic, numerous employers have realized the importance of a robust digital infrastructure. Even after implementing new software and digital programs, many organizations found their readiness for new working patterns needed improvement.
We must ensure the right stakeholders have the necessary tools to perform effectively in today’s workplace. This includes providing employees with the technology needed for remote work and the tools to establish a digital workplace, such as communication platforms, enterprise resource planning, and video-conferencing tools. Strong internal communication strategies are also essential to ensure interest and ownership of these efforts.
Artificial intelligence is dramatically enhancing several HR processes. Applying AI solutions in recruitment and change management, for example, can boost the capacity to identify top talent and improve employee communication. Ensuring compliance with local or regional data protection rules is crucial when implementing these innovative tools.
Conducting Due Diligence
Innovative technology has always played a role in HR business outcomes, facilitating improved productivity and effectiveness. When properly implemented, new solutions can revolutionize the interaction between technology and traditional HR systems, processes, and procedures. However, due diligence is necessary after identifying potentially beneficial technology. Essential due diligence considerations include:
Despite the presence of numerous HR technology providers, innovation is still in the experimental phase. Providing a comprehensive and critical analysis of tech solutions and their application in a multicultural, social, and organizational context is crucial.
Fostering Innovation in HR
Many HR professionals, including myself, have dedicated significant time to analyzing the key factors that drive innovation. Aligning processes such as payroll management, employee support, and benefits analysis with the overall business strategy helps ensure that organizations remain adaptable. By prioritizing the evaluation, selection, and implementation of various HR tech strategies, we can identify the most impactful developments across all settings and be well-suited for success.
In conclusion, innovative technology is a key aspect of HR success. By staying engaged with and adopting HR innovations, HR professionals can effectively address the evolving challenges of the workplace, ultimately driving productivity, efficiency, and a positive organizational culture.
Reasons Why Remote Models Remain an Effective Work Solution
HRIn recent times, the emphasis on work-life balance has been overshadowed by a push for increased productivity and collaboration, leading to a surge in calls for employees to return to the office. However, many company leaders may need to reconsider this approach. Here are several compelling reasons to maintain remote work policies.
In-Office Work Doesn’t Equate to Boosted Productivity
Leaders advocating for a return to the office often argue that it will reestablish routines, increase visibility, and encourage accountability. However, attributing decreased productivity to hybrid work models is an oversimplification. The real issue lies in understanding and addressing what employees need to do their best work.
Employees are well aware of their optimal working environments, whether it be a coffee shop, home office, coworking space, or even outdoors. A significant 47% of employees have indicated they would quit their jobs if forced back into an in-office setting.
Rather than dictating the working environment, leaders should focus on supporting their talent through upskilling and reskilling initiatives. Training has been proven to enhance productivity and confidence. Insisting on in-person work as a solution is a drastic measure with uncertain outcomes, while better, more reliable solutions exist.
Proximity Isn’t Always a Catalyst for Collaboration
Despite the prevalence of hybrid and remote work over the past four years, many leaders still believe that effective collaboration can only happen in person. This belief overlooks the success of global companies, where it is impractical to gather all employees in the same office for 40 hours a week.
Global businesses thrive by treating the organization as an ecosystem where each team member serves a unique purpose and collaborates effectively with others. Confined to a particular office, employees are limited in their collaboration, often relying on those physically closest to them rather than those best suited to provide solutions.
Don’t Underestimate the Power of a Hybrid Culture
Critics who claim remote work harms company culture are missing the point. Mandating a return to the office cannot fix a poor organizational environment. While physical proximity may offer traditional forms of engagement and team building, it often comes at the expense of employees’ needs.
Culture is not solely dependent on physical presence; it can be cultivated through clear communication, inclusivity, work-life balance, and adaptability. Providing employees with the autonomy to engage in culture and team bonding activities when and where they feel comfortable is crucial. Forcing employees to sacrifice their work-life balance for in-person activities is counterproductive. Instead, leaders should reinvent their approach to culture and establish core values that align with remote and hybrid work models.
Rethink a Full Return to Office
Leaders contemplating a return to office must prioritize their employees’ well-being. Disrupting the remote work routines established over the past four years could result in a decline in productivity, collaboration, and company culture. Remote and hybrid work models enable team members to perform at their best by offering flexibility and autonomy.
Conclusion
In conclusion, the push for a return to office may be premature and potentially detrimental. Remote work models offer numerous benefits, including increased productivity, effective collaboration, and a strong company culture. By focusing on supporting employees’ needs and embracing the advantages of remote and hybrid work, leaders can ensure their teams remain engaged, productive, and satisfied.
Crafting Job Descriptions That Attract Diverse Talent: Tips from Mosaic Consulting Group
HRJob seekers often sift through countless listings, each sounding more repetitive than the last. For recruiters aiming to attract diverse, qualified candidates, the key lies in crafting compelling job descriptions that stand out. At Mosaic Consulting Group, we specialize in creating such descriptions, and here are our top strategies to help you do the same.
1. Encourage All to Apply
The best candidate doesn’t always tick every box. Research indicates that women are less likely than men to apply if they don’t meet every qualification. That’s why we include this statement in every job description: “We realize applying for jobs can feel daunting at times. Even if you don’t check all the boxes in the job description, we encourage you to apply anyway.”
2. Emphasize Your Mission
Connect the role to your company’s strategy and objectives with a mission statement. This shows candidates how their work will have meaning and impact, motivating them to apply.
3. Write for Your Target Audience
Craft descriptions with your ideal employee in mind. Highlight your company culture and values, allowing potential candidates to see themselves in the role and understand if your organization is the right fit for them.
4. Avoid Bias
Be mindful of language that might contain unconscious bias. Regularly review and edit job descriptions to ensure they are inclusive and balanced.
5. Share the Role’s Impact
Transform job descriptions into narratives that highlight the role’s impact on society and individual growth. This approach turns mundane lists into inspiring calls to action, attracting diverse, purpose-driven candidates.
6. Don’t Forget the Details
Include essential details like work location, flexible work options, pay range, and educational and professional experience requirements. Clearly outline your commitment to an employee-centric and inclusive culture.
7. Acknowledge Market Challenges
Address the current and future challenges in the labor market. Outline essential skills and qualifications realistically, even in a tough labor market.
8. Differentiate Necessary and Desired Skills
Separate must-have qualifications from desired but trainable skills. This openness encourages a broader range of candidates with transferable skills to apply.
9. Talk About Your ‘Why’
Explain your mission, values, and what makes your people and company great. This creates a strong first impression and helps candidates understand why they would want to join your team.
10. Make the Application Process Quick and Interesting
Job postings are like job “ads.” Start with a captivating introduction that gives candidates a glimpse of what their day would be like. Tailor your pitch to your target audience, whether it’s Gen Z, Millennials, or Boomers.
11. Prioritize Inclusivity
Companies that embrace diversity and inclusion see significant benefits. Use inclusive language, avoid jargon and gender-biased terms, and highlight your company’s commitment to diversity and inclusion.
12. Highlight Your Company Culture
Beyond the basics of skills and experience, showcase your culture, diversity efforts, benefits, and unique perks. This is your chance to draw candidates in and show them why they’d love to work for you.
At Mosaic Consulting Group, we don’t just strategize; we roll up our sleeves and integrate as part of your team. Through our HR Outsourcing services, we provide dedicated HR Consultants to focus on key Human Resources areas, allowing you to concentrate on your HR strategy. Whether you’re ready to elevate your HR strategy or need support due to rapid growth, our experienced consultants are here to help.
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To Cover or Not to Cover: Weight Loss Medications
HRThere is a topic we’re hearing time and time again: how are employers responding to the demand for new weight loss medications, and are they being covered on insurance?
Market Growth and HR Challenges
The market and availability of these GLP-1 weight loss medications (such as Wegovy, Ozempic, and Mounjaro) has exploded in the past year, leaving HR leaders wondering how manage employee demand. Some businesses have seen employees leaving for companies that offer coverage on these medications, and insurance companies have been inundated with requests for coverage.
Current Insurance Coverage
Today, only 27% of plans offer coverage of GLP-1 medications for weight loss, though most plans cover these same drugs for other conditions like type 2 diabetes. As HR leaders, we’re all asking ourselves whether to include these drugs in our plans and weighing the various pros and cons.
Cost Concerns
One significant obstacle is cost; GLP-1 medications are prohibitively expensive, both for individuals and for businesses. At an average cost of $1,000 per month, a business could spend $12,000 per employee annually. With 84 employees using GLP-1 medications, that cost could balloon to over $1,000,000 per year. In a country where nearly 50% of the population qualifies for obesity medications, the financial burden could quickly become unbearable for most businesses.
FDA Approval and Liability
There are also concerns about FDA approval and limited long-term research. Currently, only three GLP-1 drugs are FDA approved for weight loss: Wegovy, Zepbound, and Saxenda. Other drugs, such as Mounjaro and Ozempic, are FDA approved for type 2 diabetes but not for weight loss. Many employers and insurance companies have concerns about the potential liability of covering drugs for off-label use, especially given the limited long-term research on these newer medications. This concern is partly influenced by the fen-phen fallout in the 1990s – a situation that no insurance company or employer wants to repeat.
Demand for Coverage
On the other hand, we are starting to see a high demand for insurers and businesses to offer coverage for GLP-1 drugs. Some employees are seeking jobs at companies that offer this coverage. Of the companies that are covering GLP-1 drugs, 99% say they plan to continue offering coverage. These businesses report stronger employee engagement, decreased turnover, and increased participation in wellness programs. By addressing obesity, they also hope to reduce medical costs associated with obesity-related conditions.
Evolving Market Landscape
Also, this is a new and rapidly changing market. The landscape for GLP-1 weight loss medications will continue to evolve as more manufacturers enter the market. The increased competition could potentially drive costs down, making these medications more accessible for both individuals and businesses.
Preparing Your Approach
Understanding the cost versus benefit of covering weight-loss drugs is nuanced and varies by business – however, now is the time to prepare your approach. With the market quickly evolving, proactive planning will enable your business to adapt and make informed decisions. We recommend engaging with your insurance providers, assessing employee demand, and weighing the pros and cons to determine the right solution for your unique business.
We want to hear from you: Are you currently covering GLP-1 drugs for weight loss? What factors influenced your decision? If you are not covering them, do you anticipate any changes in your coverage policy in the future?