The Coby Philips Community

Introduction

This roundtable discussion brought together HR professionals and industry experts to explore the transformative impact of Generative AI on HR functions and workforce management. As organizations increasingly adopt AI-driven solutions, the session aimed to provide actionable insights into how these technologies can streamline operations, enhance productivity, and support strategic HR initiatives. Participants shared real-world examples, tool recommendations, and best practices, making this a valuable resource for HR leaders navigating the evolving landscape of AI in the workplace.

Key Discussion Points

1. Automating Routine Tasks for Efficiency

Generative AI is revolutionising HR by taking over time-consuming administrative tasks. Participants highlighted its use in:

• Policy Writing: Drafting and updating HR policies with AI ensures consistency and compliance while saving significant time.
• Onboarding: Automating onboarding workflows reduces manual effort and improves the new hire experience.
• Scheduling: Coordinating mass meetings, such as graduate recruitment sessions, becomes seamless with AI-driven scheduling tools.
• Communications: Crafting engaging content, from internal announcements to LinkedIn posts, is faster and more effective with AI assistance.

2. Enhancing Recruitment Processes

AI is proving invaluable in managing high-volume recruitment by:

• Shortlisting Candidates: Quickly filtering through applications to identify top talent based on predefined criteria.
• Reducing Bias: Leveraging AI to minimize unconscious bias in the initial screening stages.
• Improving Candidate Experience: Automating responses and updates keeps applicants informed and engaged throughout the hiring process.

3. Strategic AI Tools for HR Teams

Participants shared their favourite AI tools and platforms, including:

• Plaud.ai: A game-changing platform for HR tasks, praised for its versatility and ease of use.
• Zapier and Make.com: These automation tools integrate AI into existing workflows, enabling HR teams to connect systems and reduce manual interventions.
• Language Translation: AI’s ability to translate communications in real-time supports global teams and diverse workforces.
• Presentation Generation: Tools like AI-powered PowerPoint assistants help create professional presentations in minutes.

4. Practical Tips and Prompts

A standout moment was the sharing of a tailored prompt designed to help HR leaders identify the best AI tools for their specific needs. This sparked a lively exchange on how to leverage AI beyond recruitment—for strategic functions like employee engagement, performance management, and leadership development.

Q&A and Collaborative Insights

The session included an interactive Q&A, where participants discussed:

• Overcoming Resistance to AI Adoption: Strategies for demonstrating AI’s value to sceptical stakeholders.
• Data Security and Privacy: Ensuring AI tools comply with organizational and regulatory standards.
• Customizing AI Solutions: Adapting AI outputs to align with company culture and communication styles.

Key Takeaways

• Efficiency Gains: AI significantly reduces the time spent on administrative tasks, allowing HR teams to focus on strategic initiatives.
• Recruitment Innovation: AI enhances fairness and efficiency in hiring, improving outcomes for both employers and candidates.
• Tool Integration: Combining AI platforms like Plaud.ai with automation tools unlocks new levels of productivity.
• Continuous Learning: Staying updated on AI advancements is crucial for HR professionals to remain competitive.

Conclusion

The roundtable underscored the immense potential of Generative AI to redefine HR practices. Participants left equipped with practical tools, prompts, and strategies to implement AI solutions in their organizations. The enthusiastic feedback highlighted the value of such collaborative forums in driving innovation and sharing knowledge.

Introduction and Purpose:

• Third roundtable event in a series focused on improving workplace dynamics
• Hosted by Clark Bowles from WTT, with James Osborne contributing
• Aim: To provide practical insights on building stronger connections between leaders and employees

Overview of Discussion:

• The five stages of leadership: from positional authority to creating a lasting legacy
• Importance of aligning personal and company values in leadership roles
• Strategies for building trust, improving communication, and fostering engagement
• The role of leaders as mentors and role models, both professionally and personally
• Balancing short-term motivators with long-term, sustainable motivation techniques
• Adapting leadership styles to meet individual team members’ needs and goals

Q&A Highlights:

• Balancing likeability and respect as a leader
• Building trust in remote and hybrid work environments
• The importance of having tough conversations to help employees achieve their goals

Key Takeaways:

• Effective leadership goes beyond technical skills; it requires strong interpersonal abilities
• Great leaders evolve through stages by prioritizing trust, communication, and employee development
• Understanding and supporting employees’ personal goals can drive business success
• Creating a positive work culture is crucial for employee engagement and productivity
• Continuous feedback, recognition, and development opportunities are essential for strengthening leader-employee relationships

Introduction and Purpose:

• Speaker Background: The speaker is a non-executive director and advisor with extensive experience in recruitment, staffing, and talent engagement across various industries, including banks and law firms.
• Focus of the Session: The discussion centres on employee engagement, motivation, and performance, particularly in challenging economic times.
• Objective: To share insights on how businesses can enhance productivity, performance, and employee happiness through better engagement strategies.

Current Workforce Challenges:

• Post-COVID Economic Shifts: The UK workforce has faced significant challenges over the last 18 months, with businesses needing to adapt to a tougher economic environment.
• Leaner, More Optimised Businesses: Many companies have become leaner and more focused on profit growth, productivity, and performance.
• Multi-Generational Workforce: For the first time, five generations are working together, creating unique challenges in engagement and motivation.

Key Insights from Employee Engagement Surveys:

• Top Motivators for Employees:
1. Remuneration and Benefits: Now the top motivator due to the cost-of-living crisis.
2. Company Culture: A close second, highlighting the importance of a positive work environment.
3. Role and Job Satisfaction: Employees value the work they do and its impact.
4. Personal Development: A key driver, especially for younger generations.
• Satisfaction Gaps: There is a mismatch between what employees want and what employers provide, particularly in areas like salary, benefits, and career progression.

Employee Engagement Strategies:

• Flexibility: Employees are generally satisfied with flexible working arrangements, but businesses need to invest more in building team culture in hybrid or remote settings.
• Leadership: Leadership remains a low-scoring area in engagement surveys, with many employees feeling disengaged from their direct managers.
• Motivators vs. Demotivators:
• Demotivators: Poor management, lack of recognition, and inadequate resources can lead to disengagement.
• Motivators: Recognition, career advancement, and meaningful work drive employee engagement.

Generational Differences in Motivation:

• Gen Z (18-24): Focus on personal development and learning.
• Millennials (25-40): Increasing importance of job role, culture, and flexibility, especially as they balance work and family life.
• Gen X (41-56): Salary and job stability remain key motivators.
• Boomers (57+): Value job security and recognition for experience.

Leadership and Management in a Multi-Generational Workplace:

• Adapting Leadership Styles: Leaders must be inconsistent in their approach, adapting to the needs of different generations rather than using a one-size-fits-all style.
• Performance Programs: Training and career paths should be tailored to individual motivations and generational preferences.
• Practical Exercise: Conducting an “Interview to Motivation Survey” can help leaders better understand what motivates their employees and identify gaps in engagement.

Self-Determination Theory:

• Intrinsic Motivation: The traditional “carrot and stick” approach is outdated. Instead, motivation should come from within, driven by autonomy, competence, and relatedness.
• Leadership Responsibility: Leaders should focus on creating an environment where employees feel empowered, skilled, and connected to their work and colleagues.

Key Takeaways:

• Employee Engagement is Complex: It requires a nuanced approach, especially in a multi-generational workforce.
• Flexibility and Development: These are critical for retaining and motivating employees across all age groups.
• Leadership Adaptation: Leaders must be flexible and adaptive in their management styles to meet the diverse needs of their workforce.
• Practical Tools: Surveys and exercises like the “Interview to Motivation Survey” can provide valuable insights into employee motivations and help bridge engagement gaps.

Introduction & Purpose:

• Hosted by Coby Philips, this was the first roundtable event aimed at creating a professional community.
• Led by James Osborne and Rhys Thomas (Managing Director of WTT), focusing on the UK Employment Rights Bill (ERB).

Overview of the Employment Rights Bill:

• Published in October last year, set to be enacted later this year or early next year.
• Brings key legislative changes, shifting power towards employees while increasing administrative responsibilities for businesses.

Key Legislative Changes Discussed:

• Flexible Working Rights: Becomes the default for all workers; employers must justify refusals.
• Zero-Hours Contracts: “Exploitative” zero-hours contracts to be banned; workers will have the right to guaranteed hours based on a 12-week reference period.
• Day 1 Rights: Employees gain statutory sick pay, paternity leave, and unfair dismissal rights from day one of employment.
• Fire & Rehire Ban: Employers cannot dismiss and rehire employees to force contract changes unless to prevent financial collapse.
• Protection for Pregnant Workers: Unlawful to dismiss a new mother within six months of returning from maternity leave.
• Third-Party Harassment: Employers must take “all reasonable steps” to prevent workplace harassment, including by external parties.

Q&A Highlights:

• Office Presence & Flexible Work: Employers can mandate office-based work if contracts specify it, but must consider flexible work requests.
• Remote Work from Abroad: Requests will be assessed based on feasibility, time zones, and business needs.
• Bereavement Leave: Still under consultation; details on eligible family members are pending.
• Performance Issues Post-Maternity Leave: Unclear how performance-based dismissals will be handled under the new protection period.

Takeaways & Next Steps:

• Businesses should start preparing policies, reviewing contracts, and training managers ahead of legislative changes.
• The consultation period will run through late 2025, with secondary legislation expected in 2026.
• Employers should focus on compliance and employee engagement to navigate the new framework effectively.