We have the data necessary to develop digital twins of employees.
For example, companies can track employee schedules and calendars to monitor their workloads. If the digital twin suggests that an employee might be overextended or at risk for burning out, managers could be made aware and adjust the employee’s workload, suggest taking time off, or a similar substantive response.
The system could even suggest to the employee a stress relief program included in the company’s benefits package, such as yoga and meditation classes, gym memberships, and access to a therapist through the Employee Assistance Program.
Companies can input data from employee surveys, manager evaluations, and promotion and salary history into a digital twin to determine which employees are receptive to job offers from competitors.
A digital twin could improve performance by providing employees with relevant training. If the digital twin struggles with communication or computer skills, then the system suggests to the actual employee programs that focus on writing and public speaking or perhaps a quick tutorial on productivity platforms.
A digital twin can help the employee in more subtle ways. The program notices that the employee tends to arrive in the office earlier than others. So it recommends the office stock more coffee in the breakroom. Or the program alerts IT to be on heightened alert because the employee has scheduled several virtual sales meetings near the end of the quarter on his calendar.