Copy of Building an AI-Enhanced, People Centric Culture - Path B

Congratulations!

If you landed here its because you clicked the link from my Newsletter and choose PATH B from the exercise "Choose Your Own Adventure Scenario" - a new implementation in my bi-weekly newsletters for 2025.

The scenario given was:

A new AI-driven process looks great on paper, but your gut says some people might feel excluded or undervalued.

Path B: Pause & Listen

Fostering Inclusivity and Reducing Employee Anxiety

1 | Why Listen When the Data’s Good?

It might seem counterintuitive to slow down when new AI-driven processes already show positive results. But if your gut senses unease, perhaps some team members worry about losing autonomy or feeling replaced; addressing these undercurrents can lead to greater long-term success.

• Sustainable Adoption: Employees who feel heard are more likely to fully embrace change rather than comply out of fear.
• Stronger Bonding: Building trust through open communication can yield higher loyalty, creativity, and job satisfaction.

Why This Matters: Inclusive adoption paves the way for innovation that resonates with people’s sense of purpose—ensuring that technology complements, rather than dominates, the workplace culture.

2 | Potential Benefit: Boosting Inclusivity and Reducing Anxiety

By pausing to gather feedback, you show your team their perspectives truly matter. This fosters a sense of psychological safety, where employees can share concerns, offer insights, and help refine the process.

• Sense of Ownership: When employees feel like co-creators instead of passive recipients of a new tech system, they’re more willing to explore its functionalities and optimize it further.
• Mitigated Resistance: A slower, more consultative rollout phase can reduce pushback, ultimately saving time and resources in the long run.

Practical Tips

• Focus Groups: Host small-group discussions where people can voice hopes and fears about the AI-driven process. Listen actively for patterns—unspoken tensions, potential friction points.
• Anonymous Surveys: Some employees might be hesitant to speak up publicly. A brief, confidential poll can reveal deeper sentiments.
• Transparent Roadmaps: Share how you plan to integrate feedback into the next rollout phase. This encourages employees to see that their input directly shapes outcomes.

3 | Best Practices for a Feedback-Rich Rollout

• Multi-Channel Communication: Offer diverse ways to collect input—town halls, Slack channels, or anonymous forms. Not everyone is comfortable with the same communication style.
• Incremental Adjustments: Make small improvements immediately if possible (e.g., adjusting how the AI tool assigns tasks) to show you value suggestions.
• Close the Loop: After acting on feedback, circle back. Let employees know what changed and why—reinforcing that you’re genuinely listening.

Leader’s Reflection

Is there a way to balance the drive for efficiency with the need for empathy? How can each new piece of feedback enhance not just the process, but also employee well-being?

4 | The Long-Term Payoff of Slowing Down

A carefully paced, feedback-oriented rollout can:

• Strengthen Company Culture: Encouraging open dialogue fosters trust, teamwork, and a deeper commitment to company goals.
• Refine the Tech: Employees often spot real-world issues that metrics alone don’t catch, leading to a smoother, more effective AI system.
• Boost Retention: When people feel valued, they’re more likely to stay and contribute—reducing turnover costs in the long run.

Final Thought

Slowing down doesn’t mean you’ll never move fast; it ensures that when you do, your entire team is genuinely on board, confident, and ready to tap the full potential of AI.