Redesigning work for productivity and wellbeing

The solution is not working longer and harder

The solution to unlocking greater productivity and innovation is not working longer and harder; but empowering the workforce to work smarter with an increased focus on outcomes and flexibility. It starts with redesigning work for people and productivity – with the responsible use of technology as a catalyst for change and a critical enabler.

The pandemic has brought mental health and wellbeing to the forefront. According to the recent Leading Mentally Healthy Workplaces survey by the Corporate Mental Health Alliance Australia (CMHAA), 44 per cent of employees are suffering from some level of burnout. The survey also found that factors such as mental experiences at work, autonomy and changes at work, as well as emotional and financial stressors outside work have a significant influence on the likelihood of burnout.

Post pandemic, the inextricable link between productivity and mental health has become only too vivid. A critical academic review into studies on this topic found links between depression and/or anxiety, which are often used to measure poor mental health, with decreased productivity due to absenteeism and presenteeism.

With all this considered, what should our future of work look like?

Technology and hybrid working: the cure and the cause

Productivity tools and technology proved their worth in the pandemic, but making hybrid work truly effective has proven challenging for many leaders, who are still grappling with the return-to-office dilemma. As we deepened our reliance on technology, we didn’t stop to think about the impact it has on our wellbeing; our ability to focus and to switch off, our physical movement, our in-person human engagement and connections. Now we need to re-strike that balance.

We need to find ways to increase productivity, leveraging technology in a responsible and optimised manner, with employee needs and wellbeing as well as business outcomes in mind. We need to define and implement the flexible work policies that will enable employee wellbeing at the same time as improving the diversity of our workforces. And while the days of nine to five working in the office seem a thing of the past, we must not forget the benefits that routine and structure provide us.

It becomes clear that a balanced approach is required for organisations, defining:

• How technology and automation can be used responsibly and effectively to increase the output of humans – optimising the capabilities of both humans and machines symbiotically.
• Where human engagement creates most value, efficiency, and connection – leveraging “more carrots, less sticks″⁣ to help us re-establish in-person relationships and activities, making these engagements more purposeful, rewarding, and enjoyable.
• The guardrails around flexible hybrid working that will enable both increased output and wellbeing – developing new working schedules collaboratively, whilst making work more accessible to a larger and more diverse workforce.

Redesigning work with balance, flexibility, and trust

Flexible work policies allow employees to continue meeting business needs while also making time for their own needs. For example, at Avanade, we practise this through initiatives such as our Alternative Work Week – a program that ensures employees have flexible work arrangements to manage their personal responsibilities alongside work.

While such work policies are a key proponent in boosting productivity, they need to be complemented with workplace technology and teaming practices that enable effective collaboration.

The responsible deployment of innovative tech solutions such as generative AI will also help Australian businesses overcome their productivity challenge. Generative AI’s capability in automating routine tasks can power up to $115 billion annually in economic opportunities for Australia by 2030, according to a Microsoft and Tech Council report.

But what does this mean for people? Providing flexibility and technology to unlock greater productivity for the business will in turn empower a culture of innovation where employees feel inspired, trusted, and driven to achieve better outcomes.

Getting this right requires leadership focus and commitment to redesign our ways of working, carefully balancing the needs of both people and shareholders, to enable sustainable growth. It won’t happen without an intentional strategy and redesign of our working practices and systems.

Laura Malcolm is general manager at Avanade Australia

To learn more, visit www.avanade.com/en-au.