How Not to Use AI As a Manager
In many ways, Artificial Intelligence sounds too good to be true: it can track an employee’s progress, produce content, and improve your team’s well-being. But, as with everything, even AI has its pitfalls we as managers must navigate. As we discover what this technological advance can do, let’s consider what not to do with it:
- Miss Creative Outcomes: While it is possible for AI to write articles and produce images, taking humans out of the process removes, well, the humanity of the output. AI’s imagination is developing, but is still no match for people’s visions.
- Perpetuate Biases: What good is a tool of the future if it reinforces existing prejudices? Managers must ensure the AI they are using is trained on diverse, representative data.
- Lack transparency: Managers should avoid thinking AI is a “set and forget it” type of tool. Take a step back if you’re unable to interpret or explain to employees and stakeholders why decisions were made based on Generative AI output.
- Not Consider the ROI: AI can be deceptively costly. It may seem like something as simple as an internet download, but AI can have a hefty initial investment in both software and hardware. Not to mention ongoing maintenance and training.
- Ignore Ethical Concerns: There’s plenty still to iron out with AI in regards to privacy, autonomy, and replacement of human employees. Managers must consider ethical standards, company goals, and legal requirements.