HR leaders are tasked with understanding and shaping the human element of a business. People, by nature, aren’t the most predictable. AI can help.
“Data has always been the key to smart decisions,” says Kathy Cullen-Cote, chief people officer at Teradata. “With the emergence of AI, we can unlock new and innovative ways to drive employee growth and company success, but only when paired with the knowledge and expertise of talented professionals.”
Cullen-Cote shares how leveraging AI can help company success and build a supportive work environment for employees.
How can companies leverage AI and data to facilitate employee growth and company success? What results can they expect out of it?
Data has always been the key to smart decisions. With the emergence of AI, we can unlock new and innovative ways to drive employee growth and company success, but only when paired with the knowledge and expertise of talented professionals.
AI-powered talent analytics can analyze vast amounts of employee data, from skills and performance to career aspirations and overall engagement. This allows companies to create personalized learning and development programs that directly address individual strengths and gaps.
AI doesn’t just help us understand the present—it also predicts future talent needs and potential flight risks. With this knowledge, companies can proactively build talent pipelines and develop retention strategies to attract and retain employees. Furthermore, AI grants us real-time feedback, allowing us to make continuous improvements and adjustments to drive company success.
For example, at Teradata, we dynamically monitor and track employee performance and compensation data across the globe to inform our compensation planning. Understanding how this is distributed across demographics while ensuring we are aligned with ever-changing “in-market” requirements keeps us timely with promotion cycles and competitive in terms of talent acquisition and retention.
Companies leveraging AI for employee growth can expect a more engaged and skilled workforce, leading to increased innovation, productivity and ultimately, a significant competitive advantage. Simply put, there is not an HR function in the market that cannot benefit from AI.
How can data be used to build trust with employees and deliver an inclusive, people-first culture?
The vast amount of data available today empowers companies to move beyond a one-size-fits-all approach. By leveraging data, such as employee surveys, attrition rates, salary bands and more, we can strategically build an inclusive and people-first culture.
Data is a window into employee needs and engagement, and the use of AI accelerates our ability to make data-informed decisions that support our people, align to our culture and drive company success.
AI has the ability to increase the speed in which we can analyze data, enabling us to more quickly identify gaps and areas of opportunity. From there, we work to close those gaps by building equitable programs that are good for all. Of course, this is a cycle that repeats as we continuously monitor our progress and needs of our people.
At Teradata, this constant feedback loop fuels continuous improvement, keeps us agile and ultimately builds trust within the company—because when you prioritize your people, trust follows.
What advice can you offer for embracing a fully flexible work environment that provides employees with the right balance between in-office and remote work, while also maintaining strong employee connections?
Creating a successful and productive hybrid work environment requires more than just offering remote options. The key lies in embracing flexibility with intentionality and trust.
At Teradata, we trust our employees and empower them to make decisions about where, when and how they complete their best work. With that as our starting point, we’ve embraced a fully flexible approach and have built in the necessary supports to ensure our collective success.
To achieve this, clear communication is critical. Defining expectations for flexibility, establishing guidelines for communication and utilizing collaboration tools like project management platforms and video conferencing are crucial. This ensures everyone, regardless of location, feels connected and equipped to collaborate effectively.
However, connection goes beyond just work tasks. You should prioritize regular social interaction through team-building activities, virtual or in-person. For example, at Teradata, we host coffee chats or Q&A sessions with senior leaders to bridge the gap between teams. I also recommend encouraging participation in employee resource groups to foster a sense of belonging.
Remember, a successful hybrid model requires ongoing adaptation. Regularly gather employee feedback through surveys and focus groups. By understanding their needs and experiences, you can continuously refine your approach. This commitment to flexibility and connection will empower and engage your employees, leading to a thriving work environment, and ultimately build trust with your people.
What is the hottest trend you’re seeing within the HR space, and how do you expect it to evolve over time?
It’s all about winning with trust—whether that’s with your employees, customers, clients or partners. We must work to build and maintain trust within ourselves, our people, our marginalized populations and our communities. When we do this, we will deliver a people-first culture that allows our teams and company to thrive.
