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Diagnosing The Workplace is available wherever you get your podcasts.
In this episode, we examine the realities of artificial intelligence (AI) in our workplaces, specifically looking at its impact on Human Resources. We break down AI into practical terms with the intent to make its use and integration into our workplaces more practical and meaningful.
Our prescription for this episode: understand what is and is not AI, as there are a lot of misconceptions out there. Also start thinking of AI as a productivity tool, that is like adding another member to your team.
Statistics referenced:
49% of HR professionals say they leverage seven or more employment systems of record, inclusive of their HRIS, ATS, benefits administration, payroll, and time-tracking systems.
38% of HR professionals whose organizations have more than 1,000 employees report having ten or more employment systems in their tech stack.
The vast majority (84%) of HR executives at the VP level or higher (e.g., Head of HR, CHRO, etc.) believe their teams are using generative AI, yet only 34% of individual contributors report doing so.
– Finch. Early Look: Finch Survey Finds Many Opportunities to Improve the Employment Tech Stack. (2023)
In this episode, we examine the importance of collecting, not just any data, but the right data to inform your People and Culture decisions. We highlight the importance of having targeted diagnostic tools to make smart business decisions that will improve organizational efficiency.
Our prescription for this episode: think beyond surveys when collecting data. Many rich sources of data can come from tasks, assets, and efforts you likely already have.
If you would like to learn more about People and Culture diagnostic tools, and/or our OCEAN suite of tools, let us know at info@roman3.ca or check out operations.roman3.ca/for-organizations.
In this episode, we examine the hidden costs that come with typical workplace culture challenges. We call these additional expenses and productivity wastes Labour Value Loss, and they eat away at profits and potential in almost every business.
Our prescription for this episode: understand that doing nothing about these everyday challenges comes at a steep cost, whether you are aware of the problems or not.
Statistics referenced:
On average, companies are running at 33% efficiency.
– Gallup. Treat Your People Like Assets, Not Expenses — Invest in Them (2019)
The result of 22 case studies show a typical cost of turnover of 20% of salary.
– Center for American Progress. There Are Significant Business Costs to Replacing Employees Report (2012)
The cost of burnout-related absences and lost productivity can be close to 25% of an employee’s annual salary.
– Morneau Shepell. Morneau Shepell’s Annual Mental Health Index (2022)
The relationship between Sexual Harassment and reduced productivity has been directly established. A person experiencing Sexual Harassment losses productivity equivalent to 45% of their annual salary.
– Willness, Steel & Lee. A Meta-Analysis Of The Antecedents And Consequences Of Workplace Sexual Harassment. University of Calgary. (2007)
An uncivil workplace (where microaggressions and rude/passive aggressive behavior are common) can reduce employee performance to a cost of $14,000 annually, or about 26% of the average annual salary.
– Pearson, C., & Porath, C. The Cost of Bad Behavior: How Incivility Is Damaging Your Business and What to Do About It (2009)
Research by Grammarly and The Harris Poll found poor workplace communication is a pervasive problem burdening businesses and employees alike costing businesses approximately $12,506 per employee every year or 21% of that average employee’s annual salary.
– Grammarly and The Harris Poll. State of Business Communication report (2023)
The need for additional wages to make up for a poor reputation as a bad employer, businesses need to spend about $4,723, or at least 10% more, per hire to convince a candidate to take a job at such a company.
– Harvard Business Review, A Bad Reputation Costs a Company at Least 10% More Per Hire (2016)
In this episode, we examine the all-to-common reality of organizations and managers using rules, standards, and policies as weapons to control, retaliate, and oppress employees.
Our prescription for this episode: understand where this common practice of using policies as weapons comes from, and realize that there are more effective ways to create rules and policies that will yield far better results and employee performance.
Email us with your stories of the Policies as Weapons at info@roman3.ca.
Quick Correction: The Three Fragile Grips are The Harsh Grip, The Weak Grip, and The Stable Grip (Not the Supportive Grip)
Statistics referenced:
59% of managers report having no training at all.
– West Monroe. Companies are Overlooking a Primary Area for Growth and Efficiency: Their Managers (2018)
A manager or supervisor directly influences a shocking 70% of an employee’s motivation and engagement.
– Gallup. The Gallup Business Journal (2015)
In this episode, we examine the difficult reality of managing a workplace full of employees with different political and social views. How can we employees get past their differences and find common ground in the workplace?
Our prescription for this episode: we need to broaden our view of others. People are complex and we need to see past the parts we disagree with and look to find alignment in the harder-to-see, but certainly present, areas that we can agree with.
In this episode, we examine the different aspects of wellness in the workplace and explore the potential challenges and areas of growth that can come with improving employees’ physical, mental, and emotional health.
Our prescription for this episode: understand that wellness strategies cannot be successful in a silo. We need to look at physical, mental, AND emotional health all together. Employee wellness is how you maintain employees in the long term.
Statistics referenced:
Employees take an average of 4 sick days a year, but admit to being unproductive an average of 57.5 days a year.
-GCC Insights. Clocking on and Checking out: Why Your Employees May Not Be Working at Optimal Levels and What You Can Do About It. (2016)
The cost of burnout-related absences and lost productivity can be close to 25% of an employee’s annual salary.
-Morneau Shepell. Annual Mental Health Index. (2022)
For a little more on our ideas and concepts, check out our Knowledge Suite or our YouTube Channel, Solutions Explained by Roman 3.
