How do you address employee concerns about job security when introducing automation into their roles?

As a boss here is how I would go about introducing automation using dialogue as a tool: I would empower employees to voice their concerns and ask questions. and ensure these sessions are regular and accessible. I would also set up personal meetings for those who prefer to discuss their concerns privately.

Based on my experience, the most effective strategy is to ensure that employees throughout the organization comprehend the capabilities of automation and how it can enhance their efficiency. This includes accelerating key business activities, freeing up time for more in-depth analysis, increasing customer engagement, and allowing a focus on strategic rather than tactical tasks. It's not about what automation takes away, it's about what automation gives you.

Be transparent about how automation will augment rather than replace roles. Emphasize the shift from repetitive tasks to higher-value activities, reducing monotony and increasing job satisfaction. Identify skills gaps and invest in upskilling to prepare employees for new responsibilities that require human creativity and emotional intelligence. Provide ongoing support through regular check-ins, additional training, and a dedicated support team to help employees adapt confidently to their new roles.

Addressing job security anxieties with automation: 1. Transparency is key: Openly discuss the impact of automation on roles. Highlight tasks it handles, not replaces people. 2. Focus on upskilling: Invest in training programs to equip your team with skills to work alongside automation, not against it. 3. Reimagine roles: Automation frees them from repetitive tasks. Focus on growth opportunities: analysis, problem-solving, and higher-level projects. 4. Communication is continuous: Regularly address concerns and provide updates on the transition. Foster open dialogue about job security. 5. Focus on the future: Highlight how automation strengthens the company's position, leading to long-term job security and growth.

The importance of training cannot be under stated in this aspect. Firstly; define the purpose of automation, it is not a silver bullet nor can automation completely replace humans in many aspects. Clearly define the purpose and set a roadmap to integrate automation into daily workflow. Secondly; identify areas where automation will assist employees by reducing load or creating additional time in their job role. Once defined feed additional tasks to employees that automation cannot address Finally; create a roadmap to automated processes and map these over previously manual processes, this can assist staff in understanding which previously manual tasks are now free and where time should be invested in future.

Investing in automation is inevitable expense for any organisation to scale up[. The job roles of any individual is volatile if it is desk job but can be uplifted through basic training and give him SOS training in case Automation fail. This approach can omit the fear of possibility of void future and increase mental concentration on the process well being which will uplift self well being at large.

I often hear concerns about job loss due to AI. While I don't believe jobs are in immediate danger of being replaced by AI, many may fall behind those who leverage AI effectively. Upskilling staff is essential to mitigate fears and enhance capabilities. By providing training programs, employees can work alongside new technology, transforming their roles into more engaging and less monotonous tasks.

Invest in upskilling and reskilling your employees. Provide training programs that equip them with new skills needed to work alongside automation. This not only enhances their capabilities but also shows that you are committed to their professional growth.

I still remember when we in HUL were doing an automation process for upscaling the traditional stock control statement. We did everything possible like training ,meeting in conference,adequate time frame to implement the new automated system but the fear amongt these distributors were that every data now will be exposed to company. it was an herculean task to convince these distributors the advantage of such automation . similarly when we launched hand held terminals for the distributors salesmen we faced the similar kind of resistence. as on today most of the organised companies use HHT for their frontline distributors salesmen which perhaps initiated by either MARICO or P&G.

Seguindo com base no post anterior, usamos RPA para facilitar a vida de colaboradores em diversos segmentos! Aqui mesmo na IBM temos treinamentos constantemente sobre o futuro, sobre ferramentas de AI, programa??o e um monte de outras coisas... E também sempre somos incentivados a passar o conhecimento para frente, isso eu bem reconhecido em grandes empresas! Incentivar o colaborador a compartilhar seus conhecimentos e novidades é muito legal! Existe um lado que diz sobre o compromisso com a própria carreira, uma vez que você vê o mercado se movimentando para X lugar, devemos analisar se n?o faz sentido se adaptar para esse novo horizonte!!!

Redefine roles to incorporate automation in a way that complements human skills. Focus on how automation can take over repetitive tasks, allowing employees to engage in more strategic, creative, and value-added activities. This shift can make their work more fulfilling and impactful.

AI will automate repetitive tasks, allowing your team to focus on higher-value activities. However, this shift may cause anxiety and uncertainty about job security. Be transparent in your communications about how AI will augment rather than replace roles. For AI to be successfully implemented, this means upskilling your team. Identify skills gaps and invest in training to prepare your team for new responsibilities that require human creativity and emotional intelligence, which AI cannot replicate.

Develop and communicate a clear job security plan. Outline how you will support employees during the transition period and beyond. This might include guarantees of no immediate job losses, assistance in finding new roles within the organization, or other support measures.

Emphasize the benefits of automation not just for the organization but also for the employees. Highlight how automation can reduce mundane tasks, decrease errors, and improve overall work-life balance. When employees see the positive aspects, they are more likely to embrace the change.

1- reduzir o tempo gasto em algo desnecessário (tarefas que podem e devem ser automatizadas) 2- com mais tempo, mais coisas ser?o entregues. 3- com mais entregas aumenta consideravelmente o resultado da empresa e do funcionário.

Provide ongoing support throughout the transition. Regular check-ins, additional training sessions, and a dedicated support team can help employees adapt to the new changes. Continuous support ensures that employees feel valued and confident in their new roles.

In my experience Automation has always scared the industry of reducing jobs however in reality the number of jobs always increased.. There is however a threat for lower-end routine jobs which do not need any special skills. These do get eliminated by automation. These lower end resources must upskill to take up more skilled jobs. The beauty is monotony is reduced and satisfaction of doing high end job increases. Employees must be coached and mentored to get upgraded.. In many cases Automation engineering will be a new job family which is an opportunity for employment. The governance of Automation and the benefits realization must not aim at elimination of jobs rather they should focus on what new skills and jobs would be required.