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Forty people are at their desks today, doing their jobs and planning their careers. They don’t know that eight months ago, their company started building a tool that automates 70 per cent of what they do. They don’t know that the tool is ready. They don’t know that the business case has been approved. Leadership knows. The technology team knows. HR knows. They don’t. This is the dilemma at the heart of this week’s HRKatha Case-in-Point. Before we ask what the right communication strategy is, or how the rollout should be managed, there is a more uncomfortable question underneath it all. At what point does managing a transition become withholding the truth? The argument for saying nothing yet is not unreasonable. Early disclosure without a clear plan can trigger panic before reskilling programmes are ready. Attrition may accelerate. Operations may be disrupted. These are real concerns. That reasoning holds, until you think about the people sitting on the other side of it. Every week those 40 analysts go without this conversation, some of them are making decisions based on a future that no longer exists. Turning down opportunities. Making financial plans. Assuming continuity that leadership has already quietly decided to end. Trust rarely breaks in dramatic moments. More often, it breaks quietly, when people later discover that the organisation knew, and chose to wait. We spoke to four HR leaders about this dilemma. All four favour transparency. Where they differ is on how, how soon, and what responsibility employees themselves carry in a world where AI is reshaping every job, not just the ones being automated. Featuring perspectives from Subrat Chakravarty, Divya Kiran, GPHR, GTML™, Shamita G. and Kaushik Chakraborty. One observation from the discussion captures the challenge well: AI does not replace employees. It replaces employees who do not leverage AI for efficiency. Link in comments. #HRKathaCaseInPoint #HRKatha #FutureOfWork #AIatWork #Leadership #HRLeadership