To remain competitive, it is essential to continuously adapt to new innovations.
This includes the advancements achieved through Artificial Intelligence (AI). However, due to the increasing use of AI in the professional context and its outstanding opportunities, employees might feel uncertain, and concerns about job security might arise.
The successful implementation of organizational changes greatly depends on employees’ willingness to change. Therefore, it is essential to explore how the workforce perceives the introduction of AI and how they can be supported. The introduction of AI presents a unique challenge within the context of new technologies due to the tension it creates. To enable successful collaboration between humans and machines, effective change management and the identification of factors that strengthen employees’ readiness for change are required.
Effective change management can increase employees’ acceptance, reduce their concerns, and if applicable, fears. Without appropriate guidance, a change initiative could fail as there is an increased likelihood that employees will reject it and not support the transition. One of the biggest challenges for change management is addressing this rejection, which can escalate to employee resistance. The outcome of this resistance may include unclear communication regarding planned changes and uncertainty about the future.
The consequences of a failed change can negatively impact business success, including increased employee turnover, adverse effects on market position, and diminished company credibility. Additionally, declining morale and demotivation among employees and leaders may occur.
Perception of AI
To determine employees’ perceptions of AI, a qualitative study was conducted through semi-structured interviews.
The results show that employees recognize numerous possibilities through the introduction of AI. These include access to knowledge and information, relief through AI, increased task efficiency, time savings, and improved work outcomes. However, the described challenges regarding change remain relevant even with the introduction of AI.
The introduction of AI poses difficulties and risks stemming from a lack of trust in the technology, the perception of AI as a threat to careers, and demotivation. The lack of trust can be attributed to the novelty of AI and limited understanding of its functionality. Furthermore, difficulties may arise in identifying potential among employees when AI takes over tasks. The results of the study show that some employees evaluate the introduction of AI more positively than others, leading to different perceptions and attitudes. These varying perceptions must be considered in change management for successful changes.
Change Management in the Age of AI
From a change management perspective, employees’ differing perceptions pose a challenge. Personal factors such as individual technological affinity must be considered in the change process. Therefore, it is necessary to adapt the approach of introducing AI to ensure comprehensive agreement and high willingness to adapt.
A clear change strategy including a vision that both employees and leaders can align with is crucial for advancing the change systematically and thoughtfully. The change strategy should encompass the following factors: communication, employee engagement training, and leadership. These factors should be tailored to company-specific characteristics such as size and type. Change initiatives often fail when there is no change strategy tailored to the change, and a one-size-fits-all approach is used.
Clear communication and employee involvement are crucial when introducing AI. Education is particularly important as employees often have limited background knowledge about AI. Targeted communication ensures that employees recognize the necessity and reasons for change in the change process.
Employee involvement is more significant in AI than in other changes. Due to the significant potential for change in work processes, employees have a strong interest in participating in the introduction of AI.
For training, an experiential approach is recommended to better understand the technology. Theoretical training without practical application may be less effective as people’s imagination regarding AI could be limited.
Leadership plays a key role for initiators and mentors. A high level of employee engagement can be achieved through transformational leadership, which positively influences employees’ attitudes toward change.
Change Management at P3
As the Change Management Team at P3, we guide our clients through changes. We see the big picture and create a framework where employees perceive changes as opportunities rather than insurmountable threats. With passion, attention to detail, and individually tailored measures, we shape transformations. Change takes time, courage, and a tailored approach.
