Employees are more likely to stick around, keep improving, and ask their friends to work with them if they find meaning in their work and can see how their efforts benefit the company. The Great Reprioritization is on its way, and automation will be critical in keeping employees happy and engaged at work.
Many leaders and their teams have transitioned from in-office to entirely remote work to a blend of the two. Meanwhile, the job market has heated up to the point where some are calling it the “Great Resignation.”
As time goes on, the Great Resignation appears to be an effect of what is being called the Great Reprioritization, wherein employees are pausing to think and reprioritize what is most meaningful to them professionally and personally.
Leaders need to recognize that their employees are reprioritizing their time based on meaning and purpose, and they must assist them in this process if they want to keep them. So, how can leaders provide their employees a sense of meaning and purpose at work?
Employees derive purpose and meaning from what they do. They may find little purpose in their work if they undertake repetitious chores that aren’t clearly related to the organization’s mission. If these employees leave the organization for more meaningful work and are the only ones who know how to complete these jobs, the consequences could be disastrous
Also Read: Top Five Task IT Leaders Should Delegate
How can leaders retain IT talent with an automation strategy?
What can leaders do to avoid such a high rate of turnover? Automation not only helps organizations become more resilient, but it also helps them retain essential people and recruit new talent to help them up-level their team.
Automation codifies processes to make them more resilient to turnover
If the knowledge of the employees is captured in the form of automated workflows, it will not be lost as they retire or move to new roles within or outside the company. Because automation necessitates and offers objective consistency, automated IT and business processes eliminate human subjectivity and variance. Although turnover is unavoidable, automation can help to mitigate its negative consequences.
A sense of belonging can be provided via automation
Many companies have transitioned from siloed automation to automation communities of practice that cut across various divisions. An automation community of practice allows everyone to share their best ideas and build on each other’s work, rather than activities being manually completed or even mechanized in isolated areas of a business.
The processes, rather than belonging to the employee, now belong to the community of practice, with authorship attribution to the author. Furthermore, community contributors identify with the community since their contributions and spheres of influence have a visible and beneficial impact on the entire organization in ways that they couldn’t achieve alone.
Automation leads to purpose and meaning
Employees are freed to focus on more meaningful work that is more closely tied to the organization’s goal after repetitive processes are automated away. The purpose of an individual is more consciously aligned with the purpose of the organization.
Here are a few steps that leaders can take to make a huge difference with their employees by leveraging automation:
- Identify opportunities – They must first engage with their teams in order to determine where automation can have the biggest impact. This will not only provide a reality check from actual practitioners, but it will also give them a good idea of what is causing them to burn out. Furthermore, expressing their frustrations when leadership is present ensures that they are heard and that the organization is dedicated to resolving their issues.
- Prioritize the wish list – This can be done in a variety of ways, including voting, using a priority slider, prioritizing based on impact and effort, and so on.
- Communicate victories – A visible win for the first spin of the automation flywheel can help the team become more comfortable with the process of automating tasks, making more difficult automation efforts easier.
- Measure Outcomes – Leaders should keep track of the outcomes along the journey. How many people were required to complete the tasks? How long did it take to complete it? When it came to handoffs, how much time was spent waiting? What were the levels of customer satisfaction before and after the project? The findings should be eye-opening, demonstrating how each member of the team played a direct and significant role in improving services and increasing customer happiness through automation.