TECHNICALLY HR

AIn’t any guidance

AI tools are setting up a new orientation for how we work, and many execs and managers are salivating over the potential productivity gains. But if companies don’t provide much guidance on using the technology, desk workers will be less likely to figure out how AI tools can improve their productivity.

The insight comes from the Slack’s Workforce Lab, following its survey of more than 10,000 desk workers around the globe, which revealed a real opportunity for AI tools to transform 41% of the day-to-day, which is currently spent on tasks that are ​​“low value, repetitive, or lack meaningful contribution to their core job functions.”

Slack found that adoption of AI tools in the workplace grew by 24% in the last quarter of 2023, with one in four desk workers reporting having tried to use AI tools in the January survey, compared to one in five in September 2023. The survey also revealed that desk workers at companies with guidelines for how AI can be used are nearly six times more likely to have tried to use AI.

Zoom out. HR pros looking to jumpstart AI use at the office can start by drafting guidance around how AI should be used.

Keep reading here.—AD

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BOOK CLUB

More than a phrase

Despite recent coverage suggesting that employers are scaling back on DE&I, some are doubling down on diversity. In fact, 97% of companies had at least one DE&I initiative in 2023, and 78% prioritized it more in 2023, according to a Workday survey of 2,600 HR professionals and business leaders.

In her forthcoming book, Stumbling Towards Inclusion: Finding Grace in Imperfect Leadership, set to be published on April 16, author and psychologist Priya Nalkur explores what it means to be an inclusive leader.

She shared with HR Brew how people pros can be more inclusive.

This interview has been edited for length and clarity.

How do you define “inclusive leadership”?

Inclusive leadership is effective leadership. Period…good leadership means you’re communicating well, you’re authentic, you’re courageous, and you’re vulnerable…You’re seeing and understanding people, and ensuring that people who are following you feel valued…[that] happens to also encourage inclusion and makes people feel like they are included, part of a bigger puzzle. Their piece of the puzzle that they represent matters to the entire organization…the subtleties of inclusion are also that it means that you’re thinking about equity, you’re thinking about diversity, you’re thinking about justice, as you lead inclusively.

Keep reading here.—MC

RECRUITMENT & RETENTION

Appreciation station

On Fridays, we celebrate employees (said using our best Mean Girls impression)—and that’s especially true on the first Friday in March, otherwise known as Employee Appreciation Day.

Although shows of employee appreciation shouldn’t be limited to an annual holiday, why not use it as an opportunity to put in some extra effort and recognize your employees’ achievements? After all, when employees feel appreciated, they are more likely to be productive and stay with their employer for a longer period of time, according to a survey conducted by workplace recognition platform Bounusly.

HR Brew asked HR leaders and workplace experts about plans and strategies to recognize employees.

All statements were given via email and have been edited for length and clarity.

“At PwC, we value and appreciate our employees throughout the year and in a number of ways, including providing opportunities for uninterrupted time away. As part of our commitment to flexibility and well-being, we offer two week-long firmwide shutdowns in July and December, in addition to regular vacation time.”—Yolanda Seals-Coffield, chief people officer at PwC

Keep reading here.—AS

TOGETHER WITH CHECKR

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WORK PERKS