Artificial Intelligence (AI) is currently all the rage for diverse learning, productivity, and engagement activities. Though its impact concerning replacing humans in the workplace is highly controversial, it has transformed our everyday lives. AI’s possibilities cannot be undermined despite its downside of potential work displacement. According to a study published by Mckinsey Global Institute, AI will contribute $13 trillion to global economic output by 2030.

There are various AI tools for problem-solving using artificial intelligence algorithms. From households to various sectors of industries such as Finance, Healthcare, Education, and Marketing, AI has greatly improved performance and decision-making. For corporate organisations using predictive tools to determine Incentive Rewards and Recognition for their employees is a revolutionary concept that has greatly improved motivation, engagement, and retention.

An interesting area AI also greatly improves is organisational activities. Employee performance is a key determinant of organisational performance. The top 10-20-70 employee performance analogy for companies helps amplify its classes of performers. This ratio theory suggests that there are three categories of performers within organisations.

Top 10%: This cluster of employees are the top performers in organisations who are consistent in their roles and performance. They contribute significantly to the bottom line and are high achievers. They are go-getters and have the take charge winning attitude.

Mid 20%: “The dependable”, performers whose performance is consistent and measured. They provide stability delivering steady results. They are effective and top contributors to work projects. While they do not stand out as top performers, they are a strong unit or force for organisations.

Bottom 70%: This large group consists of the highest number of employees who do not meet their targets and struggle with meeting expectations. They are usually the individuals who need more support to improve their performance.

Employee performance is measured along these lines by organisations to guide in their employee management and decision making especially for the large pool of 70%’ers. Strategic planning is made for all these segments to determine their, rewards, provision of developmental opportunities and improvement plans where required.

AI contributes greatly to employee learning and development, and it is also a powerful tool to analyse data that identifies performance levels, skill gaps, strengths, and weaknesses. Using AI-powered performance management requires more than a rating score for employee evaluation and assessment. With AI, various algorithms are analysed using a large pool of data from numerous sources, to give granular details of their capabilities and needs.

This method enables employers to make better-informed decisions, which translates to improved performance and productivity. It cuts costs from attrition and improves talent retention. Some areas where AI-powered performance management improves employee productivity are:

Learning: AI technology can provide individualised learning materials based on the needs of the employee. Learning categories can be derived to develop training modules by age, gender, and demographics. The skills and experience of employees can be scanned through data pools to determine their level of learning and what training is required and applicable to every level. These training recommendations will improve their growth potential and accelerate career development.

Productivity: Automating repetitive tasks is a significant time and performance improvement strategy. Process workers who work in assembly lines, employees in charge of e-mailing and data entry, accounting, and purchase orders, engage in work that involves performing the same operation routinely. Automating these tasks greatly improves the workplace environment, employee well-being, and work attitude.

Engagement: AI-based HR tools are a great inclusion in today’s work environment. They help automate daily processes, provide a feedback system within the workplace, and improve team members’ work connections. There is improvement in the inclusivity of team members in team activities, scheduling is easier, and seamless enhancement performance.

Efficiency: Using AI improves efficiency for employees, giving room to focus on more creative, complex problem-solving solutions. Efficiency allows for employees to do more impactful work, improves their decision-making abilities, and empowers them. It creates a sense of joint ownership for the business and promotes a healthy work culture.

Safety: AI promotes workplace safety for workers by reducing errors, automating dangerous tasks, monitoring employee safety (through safety compliance check measures), and for fraud detection. In a production line, scouring inputs and outputs by AI identifies all the anomalies to check and correct in making better safety decisions and preventing accidents.

Ultimately, performance levels are measured and assessed differently in organisations, and the strategic solutions for employee performance improvement are not the same. Utilising AI to retain, develop, and attract top talents increases learning, improves productivity, enhances employee engagement, and improves efficiency and safety.

Uwin Iwin Incentives Pty., Incentive Programmes | Uwin Iwin Performance Incentives is a pan African full house incentives company that has over 29 years’ experience in providing companies/ organisations with inspiring incentive solutions in Africa, India & Middle East. We work with our clients to unlock their market potential and improve their performance in productivity. Our vision is to provide first class incentive programmes to organisations, by using our innovative modern reward solutions within the business market. We look forward to the opportunity to form strategic partnerships with you. For more details, please contact us at info@uwiniwin.co.za