AI in the Workplace: What Comes Next?

In the early 19th century, textile workers across the north of England smashed and burned the textile machinery they feared would replace them, becoming known as Luddites.

Today, “Luddite” is a dismissive byword for anyone who resists new technology and fears being replaced. But the truth is that many of the Luddites were actually skilled machine operators who were not resisting the technology itself but instead protesting for better working conditions. In the longer term, these machines actually contributed to the growth of the textile industry and the creation of new jobs.

It’s an apt parallel for currently swirling fears surrounding AI tools, like ChatGPT or Midjourney. Understandably, many knowledge workers worry about being replaced by AI that can create written content, images, and videos based on any prompt, but research by the World Economic Forum predicts that instead of taking away work, AI will create 97 million new jobs.

CHANGE HAPPENS - IT’S HOW YOU HANDLE IT

As people leaders, we’re well acquainted with the fear of change. Change can be daunting, especially when it comes to the integration of AI tools into the world of work. Concerns about job security and the potential replacement of human employees are valid, so when they come up for our teams, it's crucial to address them with empathy.

Employers, and more specifically People & Culture teams, can help to address those concerns by initiating, leading and guiding the conversation around AI. It is beyond doubt that AI will change how we work; the question is how? In the past, there remained jobs for the Luddites, but the character and conditions of those jobs required people to adapt. In People & Culture, we hold the unique position of both needing to understand the adaptations in our own roles while also guiding organizations and individuals through how AI may affect other roles.

In the conversation, we often overemphasize the “AI” part and underemphasize the “tools” part. After all, these are tools, and it is up to us to decide how best to use them. For an employer, it is important to decide on the ground rules sooner rather than later and set a policy for the use of AI tools by employees.

HOW CAN YOU MAKE THE “NEW” EASIER?

As a first tangible step in your leadership toolbox around AI, setting and communicating a clear policy will help employees understand how AI tools relate to their roles, while also making sure that if such tools are used at work, it is in a responsible and ethical way. 

Here are some elements to consider when setting a policy:

• Transparency and Communication: Employers should foster open communication with employees about the implementation of AI tools, ensuring they understand the purpose, benefits, and limitations of these technologies. Transparency builds trust and reduces anxiety.

• Upskilling and Training: Invest in training programs to equip employees with the necessary skills to work collaboratively with AI tools. This ensures a smooth transition, enhances job satisfaction, and empowers employees to leverage AI tools effectively.

• Ethical Use and Bias Mitigation: Employers should establish guidelines to ensure AI tools are used ethically and responsibly. Regular monitoring and audits can help identify and fix any biases that may inadvertently be introduced by the AI algorithms. This also includes an understanding of and safeguards around any sensitive or private information employees work with, so the privacy implications of using AI is considered. 

• Evaluation and Feedback: Regularly evaluate the impact and effectiveness of AI tools in internal processes. Seek feedback from employees to understand their experiences and make adjustments as necessary to maintain a healthy balance between technology and human outputs.

LET’S TALK!

The takeaway? With the AI market expected to grow to $407 billion by 2027, these tools are here to stay—but by embracing rather than rejecting the change they bring, we can create a gentler transition for businesses and employees and ultimately leverage AI appropriately. 

Not sure how to start with starting the conversation with your team or implementing an AI policy to manage risk? Reach out and book a time for a human-human conversation–we’re here to support, as always!