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With ChatGPT becoming such a common part of daily conversations, it’s no surprise that the rate of Artificial Intelligence (AI) use in the workplace has grown exponentially over the past 6 months. 75% of desk workers use AI at work today and agree it helps them:
- Save time (90%)
- Focus on their most important work (85%)
- Be more creative (84%)
- Enjoy their work more (83%)
But can AI go beyond helping you write a blog post or a job description? Read on to learn how leading professionals and teams are harnessing AI to revolutionise how we approach employee wellbeing, whether in HR, Employee Benefits or Health and Safety. This article dives into what we’ve been seeing across hundreds of conversations with Health and Wellbeing leaders, other HR Tech providers as well as what our own AI product engineers are seeing.
The potential impact of AI on HR, Benefits and Health and Safety
At Vitrue, the leaders we work with across HR, Rewards and Benefits, and Health and Safety all have two things in common. Firstly you’re focused on helping your team do their best work in a happy and healthy way, whether that’s through mental wellbeing, financial security, physical health, avoiding workplace injuries, navigating health and mobility limitations, or helping with life events. And secondly, you’re likely surrounded by data.
Each of the areas above involves a multitude of metrics. There are not only the core numbers related to their specific functions, but also metrics like employee satisfaction, retention and turnover rates, accident and incident rates, productivity levels, presenteeism, absence rates, PMI claim rates, and many more.
The latest advancements in AI, particularly large language models (LLMs) and foundational models like ChatGPT, offer exciting possibilities. One of the most significant impacts they can have is extracting valuable insights from these vast amounts of data you’re surrounded by just talking to it (rather than needing technical or coding skills).
It’s important to acknowledge that AI in general isn’t new. At Vitrue, we’ve been using computer vision for posture assessments and AI driven intervention recommendations for years now. But the technology released in the past 18 months opens up a whole new world. Once the tools in the space fully incorporate these new AI enabled abilities, AI in this world will genuinely feel like a data driven superpower.
It’s all about the data
Data driven company cultures are rightly celebrated. One of the biggest human advances ever made was something called the “Scientific method”. It describes the ability to come up with a theory (e.g. gym memberships will help our team be healthier and more productive), test (e.g. rolling out a gym trial) and measure its success (engagement rates, employee feedback, absence rates). It has been one of the greatest drivers of increased workplace productivity ever created and large, high quality data sets about your team enable all of it.
A side effect of this is that we’ve become very good at collecting data. But when you have an overwhelming amount of data available to you, it can be hard to see the wood through the trees (also known as metric paralysis). Sure, if we could all have a people data analytics team filled with maths PhDs it would be great, but realistically most of us end up with huge datasets that we don’t do much with.
This is where the potential of AI gets very exciting.
How AI can unleash the power of your data
Increasingly, HR is seen not just as an operational function, but as a strategic one. But for strategic HR to work, HR teams need access to reliable data and the ability to create data driven strategy. AI can help.
Efficient data analysis
Only 33% of people leaders report being data driven in their decisions – but why? Companies usually have rich and wide ranging data sets about their employees’ wellbeing and productivity. One of the most compelling advantages of AI in the realm of HR, Rewards, benefits, and Health and Safety is its ability to efficiently analyse vast amounts of data.
Traditional data analysis methods often fall short when faced with the sheer volume and complexity of data generated by modern workplaces. Human analysts can spend countless hours combing through datasets, yet still miss subtle patterns and trends that could be crucial for decision-making. But even that is not the biggest hurdle. The breadth of subjects you need to examine to keep your employees happy, healthy and productive means the questions and analysis required are constantly changing. One day you might want to look at what’s driving elevated sickness absence rates in a given office. Another day you might be investigating whether your existing systems are fully compliant with international employer regulations, and another you might be focused on DEI in a part of the company. Because those questions require completely different approaches, it’s just not realistic to manually analyse the data at scale without an impractically large data analysis team.
AI, however, excels at processing large datasets quickly and accurately. Advanced algorithms can sift through extensive data to identify patterns, correlations, and trends that might elude even the most experienced analysts. That speed of analysis means you can rerun complex data projects for any question that might come into your mind at basically zero cost. No need to spin up a big project, just ask your AI and move on to the relevant action!
Enhanced personalisation and inclusivity
Beyond initial analysis, AI offers the ability to deliver highly personalised recommendations and interventions tailored to either your company or the individual employee needs. In the context of employee wellbeing, personalisation is critical. Generic, one-size-fits-all programs often fail to address the specific issues that employees face, resulting in suboptimal outcomes and engagement. The benefit or intervention that works in one company or even one office location within a company, is often not the best approach for another. When you take into account the global nature of many leading companies today as well as the positive steps towards more diverse workforces, this depth of personalisation at scale is just not possible without AI.
AI can integrate and analyse data from various sources, such as health metrics, workplace ergonomics, employee feedback, employee demographics and even personal preferences. This holistic view allows AI to craft personalised plans that are uniquely suited to each employee. For example, an AI-driven platform might suggest a tailored physical health program for an employee based on their specific musculoskeletal issues, work habits, and lifestyle factors. Similarly, it could offer customised mental health resources or financial planning advice that addresses individual circumstances and goals. AI can also consider the existing benefit structures in your organisation and geographic factors, such as providing resources to take advantage of a nearby park for one office while offering different options for an office in the city.
By delivering personalised support, AI not only improves the efficacy of wellbeing programs but also enhances employee satisfaction and engagement. When employees feel that their unique needs are understood and addressed, they are more likely to participate actively in these programs, leading to better overall outcomes for both the individuals and the organisation. Basically, AI transforms the approach to employee wellbeing from reactive and generic to proactive and personalised, driving meaningful improvements in workplace health and productivity.
Real-world examples of proactive HR and Wellbeing solutions
Practical examples of AI in action within companies highlight its transformative potential across various aspects of employee well-being, safety, and productivity.
AI can revolutionise general benefit strategies by leveraging extensive databases to provide real-time comparisons against industry standards, thereby identifying gaps and suggesting adjustments tailored to specific workforce demographics and DEI considerations (e.g. Benify).
In terms of mental health, AI can analyse company-wide data to spot trends in stress levels, workplace resilience, and rates of burnout, allowing organisations to evaluate the impact of differing policies or new initiatives on employee well-being across the globe (e.g. Unmind).
Financial wellbeing also benefits from AI, with sophisticated financial planning tools analysing employees’ financial situations and behaviour patterns to offer personalised advice on budgeting, saving, and investing, while integrating existing benefit structures like retirement plans and stock options (e.g. Brightplan).
For physical health, wellbeing and employee safety, we at Vitrue use AI-driven assessments and intervention plans to understand an individual person’s unique musculoskeletal health risk profile across hobbies & lifestyle, posture & ergonomics, working behaviour, historical pain and even genetic factors. Using that bespoke risk profile, our AI can generate both personalised proactive interventions, but also detailed insight into how the company can most easily reduce rates of pain. These examples illustrate how AI can deliver highly personalised, data-driven insights and interventions, significantly improving employee satisfaction and organisational outcomes.
What’s stopping HR professionals adopting AI?
Excellent research from Microsoft sheds light on AI adoption in the workplace. 75% of knowledge workers use AI at work today. 90% of those say it helps them save time, 85% say it helps them focus on the important things and 83% say it helps them enjoy their work more. This staggeringly high figure applies across the workforce with slightly higher rates (85%) of 18 to 28 year olds using AI, but a very high (73%) rate of use among employees ages 58+ too. Despite the obvious huge adoption rates and enthusiasm for AI at work, 52% of people who use it are reluctant to admit to using it for their most important tasks showing there is still a way to go for it to become standard.
At a senior level, although the vast majority of company leaders are extremely enthusiastic about AI and its potential impact, adoption of AI across organisations could be considered slower than expected. In fact the US Census bureau released statistics showing just 5% of US companies have used AI in core business operations in the past week. It’s similar in Canada at 6% and a little higher (though slowing) in the UK at 20%. AI usage varies by industry, with higher adoption in the information sector (17%) compared to manufacturing (3%) and healthcare (5%). Some of the reasons behind this are discussed below.
This disparity between individual employees using AI and companies fully embracing it at the organisational level is one of the key barriers preventing businesses from exploiting the massive benefits of AI.
ROI Concerns:
Although 79% of leaders agree their company needs to adopt AI to stay competitive, 59% worry about how they can quantify the return on that investment. As with any new technology, there is a danger that the excitement around AI can lead to significant investments in new initiatives without a fully proven ROI case. Some companies are talking about “pilot paralysis” where there are so many opportunities with AI, they haven’t been able to decide where to invest.
To maximise the return on investment and minimise risk, it’s crucial that AI projects are grounded in existing business problems and priorities, ensuring that AI solutions address genuine needs. Clear, data-backed evidence of AI’s impact should be a prerequisite for any investment, helping to ensure that resources are allocated effectively. The datasets available in HR and Health and Safety make these areas a fantastic option for initial investments with immediate returns.
Data Privacy:
Although 79% of leaders agree their company needs to adopt AI to stay competitive, 59% worry about how they can quantify the return on that investment. As with any new technology, there is a danger that the excitement around AI can lead to significant investments in new initiatives without a fully proven ROI case. Some companies are talking about “pilot paralysis” where there are so many opportunities with AI, they haven’t been able to decide where to invest.
Integration Challenges:
This article argues that AI’s greatest impact in HR, benefits, and health and safety will come from creating actionable insights from existing datasets. However, this is only possible if these datasets are accessible and integrated into the AI tools. Ensuring that any AI solution fits seamlessly into your existing technology stack is crucial. Compatibility and ease of integration should be key considerations when selecting AI tools, as they directly affect the ability to leverage data effectively and the overall success of AI initiatives. This doesn’t mean you need a huge I.T. projects to bring on new tools, but it does mean you should be careful when choosing a new provider to ensure it is compatible with your existing systems.
Change Management:
The introduction of AI represents one of the most significant workplace upskilling challenges since the introduction of the internet. Proper implementation and training are crucial to the success of new AI tools and initiatives. However, the learning curve can be significantly reduced when AI tools are integrated into existing systems and designed to address specific business needs.
How you can get started with AI in HR, Benefits and Health and Safety
Integrating cutting edge technology to core business operations can be daunting, but it doesn’t need to be. AI is just another tool you can use to increase your own productivity and have a positive impact on your team. Below is a rough framework for introducing it.
1. Identify key areas for AI integration
As mentioned above, you shouldn’t introduce AI to tick a box or keep up with the trend. It should be grounded in existing business problems where AI can add something. So start with your existing priorities, challenges and KPIs.
As argued above, AI can have the biggest impact where you can use it to interpret existing data. So look at priority areas where data exists. Importantly, you don’t have to be taking insight from that data already, it could currently feel like an impenetrable mountain of data – AI can help that.
If your data on the area is currently incomplete, don’t worry – that just means your AI tool of choice will need to both collect and analyse the data.
2. Set clear objectives
Not specific to AI, but a crucial step. What do you want to achieve or what metric do you want to move? Do you want to save time in your own team, improve your team’s mental health, reduce absence, increase engagement in benefits packages etc.
3. Choose the right tools and vendors
There are a few considerations when choosing a vendor. Of course most importantly, is can it achieve your goal. But implementing the tool will be much easier if you take a few other things into account:
- Support: Most of us are still getting up to speed with the capabilities of AI and how to get the most from them. Any good supplier should have training materials or even better, a strong customer support system to help you get the most from your data and implementation.
- Ease of integration: Ensure the AI tool can integrate with your existing HR systems easily. Exporting your data from your existing system and importing to the new AI system may be another option, but life will be a lot easier if you can automatically get the data from within your new tool.
- Data security: Similar to any new tool, the security of your employees data is of course crucial. Pay attention to things like what data is sent to the 3rd party foundational model if any and whether the data is stored there. Doing this up front will make your life much easier when getting IT sign off later.
- Ease of use: AI systems are undoubtedly productivity boosting when used correctly (by as much as 40%). But studies have shown that used incorrectly, they can actually damage productivity by up to 19%. So ease of use and clarity in the tool are crucial to reap the benefits.
4. Foster a culture of AI innovation
52% of people who use AI at work are reluctant to admit to using it for their most important tasks and 53% of people who use AI at work worry that using it on important work tasks makes them look replaceable. These attitudes are understandable and show that AI at work still has a distance to go but they are based on misunderstanding. Couple those stats with the fact that 68% of people say they struggle with the pace and volume of work, and 46% feel burned out and the importance of encouraging AI uptake and making your team feel confident doing so are clear.
5. Invest in AI upskilling
That said, using AI effectively is absolutely a skill. The quality of output from an AI tool is dependent on the quality of the tool, but equally on the quality of the input from the user – the “prompt”. Because AI models are so effective at coming across like a natural conversation with a human, users can be fooled into thinking they can casually chat to them. However, if you follow good prompting principles (sometimes called “prompt engineering”) you’ll get vastly improved results. Things like giving context, providing examples and giving guidance on tone make a huge difference to the output. By investing in training on good use of AI, your returns will be multiplied.
Conclusion
AI is going to change the world in an untold number of ways – it already has. Within the next five years, 41% of company leaders expect to redesign business processes from the ground up with AI. Gartner report that 76% of HR leaders believe that if their organisation does not adopt and implement AI solutions, such as generative AI, in the next 12 to 24 months, they will be lagging in organisational success compared to those that do. When used properly, MIT studies show that AI can improve productivity by up to 40%.
But in this space the real value isn’t going to be automated chat bots to field employee questions, or better ways to let employees find information in handbooks. It’s not going to be in automation in general (although Oracle does have a great guide to how it will help in this area).
It’s going to come from unlocking value from an existing treasure trove of data that most companies likely already have. Building on this existing resource, it’s going to vastly increase the level of personalisation that’s possible and enable a shift further towards proactive initiatives.
AI tools empower HR and Health and Safety professionals to make informed decisions, ultimately enhancing the work environment, employee wellbeing and satisfaction and overall company productivity.
At Vitrue Health, we’re on a mission to reduce musculoskeletal pain for millions of people. For more information on how VIDA’s AI developments can reduce pain in your team, get in touch with us at sales@vitruehealth.com or book a demo today!
