In the second article of a two-part series exploring AI’s role in supporting workplace wellbeing, we take an employer’s perspective, exploring how this transformational technology is triggering a shift to proactive people care.
It is easy to see why AI therapy tools are projected to become a powerful frontline weapon in the battle to support better mental health among the global workforce.
Available in the palm of your hand 24/7, they are an effective way to equip employees with on-demand assistance wherever and whenever it is needed. In a previous article, we explored how this capability means they are adding a new layer to workplace mental health support, helping answer an increasingly prevalent need.
But these app-based agents are just one strand of an AI revolution that is transforming approaches to workplace wellbeing. Indeed, a clear majority (86%) of HR leaders think AI will be important to the success of workplace mental health strategies by 2030.
An array of AI tools
One of the key factors driving this momentum is data. Large sets of anonymised, aggregated employee data act as a rich source of information that, with the power of AI tools, can be analysed to uncover a wealth of otherwise hidden trends and patterns.
These insights could enable employers to respond with targeted initiatives that meet a growing need among the workforce or to instigate proactive intervention programmes that avoid problems escalating.
At a more personal level, AI-powered sentiment analysis tools open the door to more nuanced understanding of changes in employee mood. Where data analysis points to levels of engagement or morale being low, employers can make efforts to address any issues and enhance satisfaction levels to maximise retention.
Personalised support
Wearable devices add another level of depth to this data picture. It is envisaged that the measurements recorded by wearables could even be factored into the picture of an employee’s overall wellbeing, enabling companies to present more personalised suggestions on how to enhance their health, happiness and engagement.
Of course, privacy, transparency and security are vital considerations when it comes to dealing with personal data. In order for wellbeing‑oriented AI platforms to achieve their intended goal, it is a prerequisite that employees feel safe, comfortable and confident.
If these factors are not properly considered and carefully addressed, there is the potential for workers to question their employer’s intent, laying the foundations for mistrust and reduced productivity. Going further, it is even possible that AI-driven approaches designed to enhance wellbeing could have the converse effect, increasing feelings of stress and anxiety.
The same concern is true for the use of AI to automate certain functions and tasks. Research conducted by the Institute for the Future of Work has found that such technologies can have a negative impact through job insecurity, workload intensification, and loss of autonomy.
Maintaining the human touch
But it is important to note that this is only half the story. The CIPD Good Work Index has separately found that 85% of workers whose tasks have been automated say it has improved their performance. Not only that, these individuals are more likely to be satisfied with their job and to experience positive effects of work on mental health.
Crucial to getting this balance right – for both employees and employers – is how such technologies are planned, designed and deployed. Experts advise that these processes must be led by human needs and interactions, and not by the technology itself, to ensure people feel connected and empowered rather than displaced.
In practical terms this means maintaining opportunities for face-to-face collaboration and creativity. It means ensuring employees retain a sense of agency and that value continues to be placed on human judgements and insights.
This message of balance has echoes in guidance around the use of AI therapy tools, where chatbot-style approaches should not be deployed in isolation, but rather as part of a multi-layered offering that includes more ‘traditional’ talking therapy options led by trained professionals.
And with one study suggesting that three times more 18-34-year-olds are using AI wellbeing tools than their colleagues aged 55 or over, it seems that this message is particularly pertinent for younger generations within the workforce.
Intelligence vs wisdom
When harnessed in the right way, there is no doubt that AI has great potential to promote better mental health among employees, both as a personal care tool, a platform for identifying wellbeing trends, and as a vehicle for facilitating greater work efficiency and job satisfaction.
And in situations where teams say their work has a positive impact on mental wellbeing, there are clear knock-on benefits for businesses: according to the CIPD, staff are more likely to recommend their employer, share innovative ideas and go the extra mile.
But, as with any technology, careful planning and responsible implementation are essential for AI-driven approaches to really gain traction and deliver on their potent promise. Having the power of Artificial Intelligence at your fingertips is one thing, but having the wisdom to wield it in a way that truly benefits the wellbeing of your people is quite another.
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