In brief:

• AI and the human touch: HR leaders grappled with the challenge of striking the right balance between leveraging AI for efficiency while ensuring it complements the human touch in HR practices
• Prioritizing diversity, equity, inclusion and belonging (DEIB): To attract and retain top talent, organizations must prioritize fostering measurable DEIB impact, as it has been shown to drive better performance and decision-making
• Mental health and well-being: HR leaders must prioritize their mental health and well-being, not only for their own sake but also to foster a healthier work environment and higher employee engagement
• Learning, development (L&D) and coaching: Coaching emerged as a powerful tool for driving growth and development, with HR leaders emphasizing the need to foster a culture of continuous learning to unleash employees’ full potential
• Building trust: Trust is essential for successful organizations, and HR leaders must actively support and coach managers to empower their teams while embodying empathy and vulnerability to cultivate trust within the organization

The GDS Group HR Summit which took place in July welcomed almost 100 HR leaders through its virtual doors. Our three days were filled with captivating discussions, cutting-edge insights, and an incredible wealth of knowledge and experience on the shifts happening in the HR space. Here we will dissect the latest trends, future predictions, and hot takes that left a mark on the participants.

Table of contents:

AI – balancing efficiency and the human touch

Amid the digital revolution, AI emerged as one of the hottest topics. The burning question on everyone’s mind was whether AI can make hiring more human. Striking the right balance between technology and the human touch became paramount. While AI has the potential to drive quality and improve efficiency, HR professionals grappled with the challenge of leveraging AI effectively.

One of the standout comments came when Kate Wood from RTI International who posed a critical question: “How does AI thread into success in driving quality?” The answer to this question is crucial because AI should not only streamline processes but also create space for the human element to flourish in HR. Embracing AI innovation without losing sight of the human touch became a rallying cry for HR leaders.

And even for those who aren’t confident, or even convinced, on how using AI can support them and their people, we should all remember the wise words of Dianne Harrison, SVP of Talent Acquisition at LPL Financial in her keynote session where she says, “I’d rather be on the tip of the sphere, on the edge of leaning in versus falling behind, based on just nervousness or fear.”

Keep your talent through DEIB

Talent acquisition and retention are more critical than ever for business success. According to a study from Manpower Group, 77% of companies globally are reporting talent shortages in 2023 – the highest figure for 17 years!

One solution for leaders is to prioritize fostering measurable DEIB impact because this does work. Research by McKinsey shows that corporations that identified as more diverse and inclusive are 35% more likely to outperform their competitors, and diverse teams are 87% better at making decisions. And further to this, a shocking 40% of Gen Zs say they plan on leaving their job within the next two years, and 52% of those that want to quit say they’re not happy with their employers’ efforts to create a diverse and inclusive work environment, and 56% saying they want to leave because their employers fail in their commitment to sustainability.

Our HR leaders all agreed that while these initiatives tend to drop lower on the importance list during difficult economic times, we must do all we can to keep them at the top of the agenda.

The importance of prioritizing mental health and well-being

Another recurring theme was the increasing focus on mental health and well-being, especially among HR leaders themselves. The summit underscored the significance of HR professionals prioritizing their mental health, not just for their sake but also for their teams. Caring for employees’ mental health emerged as a vital responsibility for HR teams.

Two compelling speakers, Paula Allen from Telus Health and Kathryn J. Coleman, PHD from 3M, also emphasized the need to listen to employees, and they both say,

“We must believe our people when they say they are struggling.”

Understanding and supporting mental health not only fostered a healthier work environment but also contributed to higher employee engagement and productivity.

L&D and coaching: the power trio

Day one of the summit featured a dynamic panel discussion revolving around learning, development, and coaching. Now a staggering 94% of employees say they would stay at a firm longer if there was an investment in their L&D. But HR leaders shared that their biggest challenge was getting teams to actively participate in training sessions.

Summit attendees, alongside the panelists, shared valuable insights and advice. Some of that included:

Neli from Pirelli Tire says “give people the freedom to pick 80% or their learnings and make 20% mandatory. The freedom gives them more ownership.”
Lisa from US Bank says “more positive reinforcement for training attendance i.e. recognition, collecting badges, giving prizes etc.”

And Julie from Chubb says “ask managers to support and encourage their team to attend. If the manager ‘gives permission’ to step away, they’re more likely to attend.”

The consensus was clear: coaching is a powerful tool for driving growth and development, especially for your managers. By fostering a culture of continuous learning, organizations can unleash their employees’ full potential and propel them toward success.

Building trust: the bedrock of strong organizations

Trust emerged as a pivotal element for successful organizations. According to research by MIT, trusting employees are 260% more motivated to work, have 41% lower rates of absenteeism, and are 50% less likely to look for another job. But they also found that roughly 1 in 4 workers don’t trust their employer!

Day two’s trust panel discussion hit home when the audience poll results revealed that while 18% of respondents believed their organization’s leaders made the right decisions, the majority (71%) felt trust was only occasional.

Building a culture of trust demanded active support and coaching for managers to empower their teams. Empathy and vulnerability also surfaced as qualities that successful leaders must embody to cultivate trust.

When the discussion turned to compassion in leaders, panelist Kate Abrams, VP of HR at PayPal emphasized “it is not about training, but rather role modelling. Organizations must promote and celebrate compassion and caring throughout their hiring, promotion, and development practices.” This approach nurtures trust and lays the foundation for an inclusive and supportive work environment.

The enigmatic future of work

Wrapping up the summit, the spotlight shone on the future of work—a concept that often leaves us all pondering. The World Economic Forum suggests that a staggering 50% of all employees will need to be reskilled by 2025 to meet the demands of a digital-first economy. A huge number, only 2 years away, and it’s HR leaders who will be leading the charge of this reskilling of its people. So how can we prepare, assist, and adapt?

While uncertainty looms, the summit attendees made significant strides in understanding and preparing for what lies ahead. Larry Sen’s timeless wisdom,

“The greatest predictor of a company’s future is its culture,”

resonated deeply with the participants.

The summit empowered HR leaders to embrace change and foster positive cultural shifts within their organizations. Armed with fresh ideas, new connections, and actionable takeaways, the attendees left the event with a renewed sense of purpose and determination to navigate the dynamic landscape of HR.

Conclusion

The GDS Group HR Summit 2023 brought together HR leaders from diverse industries to delve into critical themes shaping the future of human resources.

Discussions explored AI presenting ground-breaking opportunities, however, maintaining a human-centric approach is paramount to ensure employees feel valued and connected.

Moreover, DEIB emerged as a pivotal strategy for attracting and retaining top talent, driving organizational performance. Our conversations underscored HR leaders’ commitment to caring for their employees’ overall well-being and empowering them through L&D and coaching, recognizing that these tools unlock employees’ full potential and enhance their value to the organization.

Cultivating trust through empathy and vulnerability was also a key aspect highlighted during our discussions. HR leaders acknowledged that fostering a motivated and committed workforce positively impacts organizational success.

In summary, the common thread woven through all the themes is clear: prioritizing employee well-being and nurturing a human-centric work environment are essential for organizational growth and prosperity.

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