When people consider the impact of AI at work, many do so warily, with concerns about job security and inevitable change.
And certainly, change is moving quickly. Over 8 million occupational shifts took place between 2019 and 2022, with another 12 million expected by 2030, according to McKinsey.
People are right to keep an eye on AI automation and the future of work, but there are benefits for employees working in organizations that integrate AI thoughtfully. The real opportunities will come from viewing AI as an essential element with a positive impact on organizational culture and employee engagement goals.
“The broader fear about AI is that it will eliminate jobs,” says Jeff Reid, Co-Founder, COO & CPO of SkillCycle. “But as it leads to more efficiency, it can open up opportunities for employees to take on more creative and valuable work.”
In this article on leveraging AI for a high-performing culture, we’ll explore:
Successful adoption welcomes the best ideas to emerge from all levels. It also leverages the creativity of employees who are likely experimenting with AI in their personal lives.
“One of the biggest risks organizations take is making the adoption of AI a top-down effort and disempowering their people,” says Reid. “Individual employees know their jobs best, so consult them directly.”
This approach respects their expertise and encourages creative solutions and collaboration. By identifying and empowering individuals who are already embracing AI, you can support growth and improvement across your organization.
Sixy-five percent of HR leaders say AI can be used to improve the performance of most roles in their organizations. Yet, most workers don’t feel prepared for it and aren’t using it regularly, according to Gallup.
Preparing employees to welcome AI’s contribution to the workplace will take effort, but creating a workforce that can navigate the changes ahead is necessary. To do this, you can provide development opportunities and support with proactive strategies around reskilling.
Integrating AI into your organization’s vision and operations requires a strategic approach that aligns with widely-used change management principles.
“Be proactive about rolling out any adoption of new technology in your organization,” says Reid. “It’s worth the effort to get team buy-in to ensure successful integration that supports your goals.”
Here are four key strategies for leaders to successfully integrate AI:
Make sure everyone understands why AI is being integrated, and how it will benefit the organization and their individual roles. Explain the goals and expected outcomes clearly. When people know the reasons behind a change, they’re less likely to make their own (possibly incorrect) assumptions, which can lead to resistance. Transparency builds trust and helps align everyone with the company’s vision.
Leaders and managers should drive the change, acting as visible advocates for AI integration. Regular updates, addressing concerns, and showing a strong commitment to the initiative are crucial. When employees see senior leadership and direct managers actively involved, it underscores the importance of the change and encourages them to get on board.
Take the time to find out who might be resistant to the change and understand their concerns. Offer targeted support to address specific issues and ease their apprehensions. Resistance can slow down the successful implementation of AI. By addressing concerns head-on, you can facilitate a smoother transition and create a more accepting environment.
Look for employees who are excited about AI and get them involved in the rollout process. These individuals can act as champions, sharing valuable insights and encouraging their coworkers. They can help identify the best applications of AI and bring creativity to its integration. Their positive experiences and advocacy can inspire others and create an expanding and supportive peer network within the organization.
By applying these strategies, you can effectively integrate AI into your vision and operations, ensuring alignment with organizational goals and fostering a culture of high performance.
Employers are already recognizing that core skills around communication, change management, creativity, and emotional intelligence are foundational to success.
“If we’re going to make the most of our productivity alongside these tools, we have to be communicating and collaborating or we risk feeling isolated and disempowered,” says Reid.
These human skills are necessary to prepare organizations for the future. Leaders will need to invest in developing these softer skills as people are potentially freed from more repetitive work.
You can help smooth efforts and get the most from AI by supporting employees as they explore innovative ways AI might be helpful in their roles. Allow time for people to be creative, and reward their explorations without measuring immediate changes in productivity.
It can be easy to focus on the wrong outcomes when measuring performance. Embracing AI automation and the future of work is about innovation and empowerment, not just employees doing the same tasks more quickly.
Another challenge can be deciding where and when AI should be incorporated into your processes. In some cases, the loss of human judgment can be a risk. Organizations should be especially mindful of use cases where AI is making decisions in place of humans.
“If AI creates negative outcomes or more work for people, your risk doubles,” says Reid. “Now you need to tackle the inefficiency and the resulting disengagement of employees.”
The best use of AI will be to create a positive, supportive culture where employees are empowered to perform their best by innovating and problem-solving — while being highly productive.
Remember that human skills are necessary to successfully integrate AI into work functions beyond the backend in your company. This overall approach will foster a culture of trust and innovation, enabling high performance from employees and the organization as a whole.
Are you ready to explore how AI can support your organizational culture? Schedule a demo today.
SkillCycle formerly known as GoCoach featured in Forbes
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