For every article that explores the potential benefits of AI, there’s another that suggests the possibility of high unemployment.
We can look at a process and see the capacity of technology to lift the load, eliminate the humdrum, boost productivity, provide valuable data and improve customer service. Fabulous – but we would be wrong to ignore the implied consequences. What are we humans supposed to do with ourselves when we have been replaced?
Well, humans won’t be replaced, although some jobs will go. To remain competitive in a global economy, automation is key, and some roles will no longer be required. While for the individuals directly affected the transition could be difficult, overall, the move away from repetitive, dull or dangerous work has to be positive. We can move towards working in roles that utilise our human qualities and which are, ultimately, more rewarding.
Over time we will see notable change in the skills that employers seek and in the roles and working practices offered, but that’s nothing new. It’s a process that’s been going on for centuries, but with the rapid advance of AI technology, the pace of change has accelerated. Naturally, many are urging educational establishments and governments to prioritise the upskilling and retraining of those whose skills are no longer required. And that, in itself, promotes more worry.
As an employer introducing AI-enabled technology, robotics or automated handling systems into your business, what do you do now? In this difficult climate of unknowns and insecurity, how do you address the fears and keep your team engaged and motivated?
One simple fact points us to the answer: People work best when they feel valued. That sense of being valued is one you have to nurture. It’s a message you have to keep sending loud and clear, not in slogans but in the steps you take.
Don’t dismiss the worries or brand those expressing their concerns as Luddites. Don’t announce. Communicate. Get the team involved in what’s happening and give them your reasons for making the change. Demonstrate the benefits and listen to what’s being said. Can you get team members actively involved in the project? Show them how they can contribute to improving how the business operates and boosting its performance.
In that way, you begin to tap into those human skills that may have lain dormant for years. Maybe there’s an order picker who has outstanding negotiation skills. Perhaps your packing line is staffed by a creative problem solver, or your data entry clerk is a natural leader.
Yes, you may have to offer retraining, but your employees’ social and emotional skills could be a huge asset to your business. By embracing technology, you could well be offering your staff a far more rewarding role …
So, think carefully. Be clear about what your plans are and about their limits. Which specific aspects of a role will be changing? How will you train your people? What benefits will they see in their current role and in the longer term?
People fear the effects of automation because they understand that work is valuable. It’s far more than a means of earning an income. It gives us a sense of purpose and contribution. It offers us challenges that help us grow and teaches us how to make decisions and solve problems. It shows us the values of others and the fun inherent in collaborative ventures, and it helps us build the connections that create our communities.
The very good news is that technology doesn’t get in the way of any of those benefits. By freeing us to express our innate skills, it makes them more attainable. That’s an unbeatable motivation for working in an automated world.
