Only 52% of employees are confident their organization will ensure AI is implemented in a responsible and trustworthy way, according to Workday’s Closing the AI Trust Gap report. Trust will be key to getting employees engaged in the change needed to realize AI’s full potential. In my last post I looked at what can be done from a cultural perspective. In this post I look at what can be done from a psychological perspective.
Social Threats and Rewards
Behavior is influenced by social threats and rewards. These singapore whatsapp number data generally fall into the domains of our perception of worth to the organization. How much autonomy we have in our work. Our relationships with our colleagues. And our perception of equity in organizational change.
Let’s look at some ways to use these domains of psychological influence on behavior to close the AI Trust Gap.
Worth: Elevating Employee Value to Close the AI Trust Gap
Validate worth: Address employees’ concerns about losing their jobs to AI. Reassure them of their value to the organization. And explain why their expertise is critical for getting value from AI investments. Employees that feel valued are more engaged and committed to change.
Amplify status: Foster career growth opportunities with skill enhancement programs. Help employees acquire the technical skills to use AI to enhance their work. As well as leadership skills to navigate the organizational change created by AI. This creates a culture of loyalty and trust essential for long-term success.