Transparency Is an Important Part of the Employee Experience
Estimated reading time: 4 minutes
I saw this headline recently on CNBC – “Over half of employees have no idea how their companies are using AI”. We know AI (artificial intelligence) is a regular headline in today’s news. This article shared the results of a survey that said:
- Companies estimate that 70% of their workforce will use AI by 2028.
- 75% of employees would be more excited about AI if the company was more transparent about how the technology is being used.
- 54% of employees have no idea how their company is using AI.
Honestly, I don’t understand. In three years, companies anticipate that 70% of their workforce will use AI. 75% of employees would be excited about AI if they knew what was going on. And 54% have no idea what’s going on.
This is exactly why organizations need to develop an artificial intelligence strategy. That strategy needs to include a communications strategy, so employees know what’s going on with their work and AI. And this is why human resources needs to be a part of the artificial intelligence conversation. Because AI is going to become a part of the employee experience if it’s not already.
But I think there’s another aspect to this conversation that should be mentioned. The article I mentioned in the intro is about artificial intelligence and AI is all the talk right now. How many other organizational issues are like it? Does this sound familiar at an organization you know?
- Organization plans on implementing a new strategy.
- Employees would be thrilled to help the company achieve this strategy.
- Employees have no idea what’s going on.
Organizations need to remember that transparency is an important part of the employee experience. I know transparency became a buzzword a few years ago, but the concept is still relevant. Managers can’t manage when they don’t know what’s going on. Employees can’t help the company achieve their goals if they don’t know what’s going on.
Here’s a small-scale example. The other day, I received a marketing email from one of our favorite restaurants. They were having a sale on their “grab and go” items. It was a terrific deal, so Mr. Bartender and I decided to stop by. Obviously, we weren’t the only people who got the email, because there was a line of people wanting to take advantage of the deal as well. The employees had no clue the email had been sent and didn’t know how to ring up the sale items on their register. Luckily everything got worked out. But when customers are trying to spend money, you want employees to be ready and know how to take that money.
Now, I do understand that sometimes business ideas in their early stages have to stay with a small group of people. I think employees understand that too. Not what we’re talking about here. Today’s conversation is about not finding the time to tell employees the vision of the organization and when there are changes to the vision.
If organizations want to make money – and we all know they do – then they have to put the infrastructure in place for that to happen. This includes keeping managers and employees in the loop so they can make products and take care of customers. Maybe instead of looking at transparency in communication as something special, make it a regular part of the employee experience. Because that’s exactly where it belongs.
