Unease in the lunchroom
Employees have read that AI takes jobs, and nobody has told them what it means here.
People
What does AI mean for our employees, leadership and organisation?
The battleground most people skip, and the one that decides whether the other two hold. A system nobody uses is not a solution.
The typical starting point.
Two enthusiasts and the rest
A few use AI every day on their own. The rest are waiting to be told whether they may.
Leadership cannot answer
The board asks about the AI strategy, and the answer is a list of tools.
How we work.
- 01
Map roles
Which tasks change, which disappear, and which become more important. Person by person, with no surprises.
- 02
Train
Short, concrete sessions in the tasks people actually have. Rules for what may be used for what.
- 03
Equip leadership
Leaders must be able to explain the direction, set boundaries and follow up. We train that before the system goes live.
What you get.
- Skills map
- An overview of roles, changes and who needs to learn what.
- Rules of use
- One page everyone can remember: what AI may be used for here, and what it may not.
- Internal communication
- The narrative leadership uses when employees ask what it means for them.
Who is typically involved.
Here we bring in specialists in change management, HR and training when the organisation needs more than we cover ourselves. We name them once the agreements are in place.
Within the rules, from day one.
Four principles that apply to everything we recommend and build.
Read about GDPR-safe AI- Customer data stored in the EU
- Hosting and backup in the EU with a data processing agreement.
- You own the data and the solutions
- Access and rights are controlled by you, and what we build you can take with you. No lock-in.
- Data processing agreements before start
- With us and with the technology partners included in the solution.
- Ready for the AI Act
- We map what is covered and what that requires.
What we are usually asked.
The rest we cover in the AI Potential Review.
Book an AI Potential Review Will we have to let people go?
That is rarely what happens. More often, time moves from routine tasks to customers and quality. The mapping shows it before anyone has to guess.
How much time does training take?
The sessions are short and built into the working week: typically two to four hours per employee spread over a few weeks, not a course day.
What if employees do not want to?
Resistance almost always comes from missing answers. We start by giving the answers, and we involve the people who will use the system in the pilot.
What must leadership be able to do?
Explain the direction in three sentences, set boundaries for use, and follow up on whether it works. That is what we train.
30 minutes. No preparation.
A list of your low-hanging fruit, and an honest view on whether you should start now.