Business leaders bullish on artificial intelligence (AI) are looking for the productivity gains it promises. According to a survey of more than 1,140 workers across Canada, employees are optimistic when it comes to AI, with 46 per cent of Gen Z and 36 per cent of millennials saying they believe generative AI will have a positive impact on their career. Just 17 per cent of workers of any age worry it could make their skills obsolete.What does this mean for Canadian businesses and employers? AI in the workplace will remain a significant organizational culture issue, and as such, it should be approached as a human, not technological, transformation."Being receptive to the potential of generative AI—such as alleviating time-consuming routine tasks and freeing up bandwidth for more stimulating projects—is important. However, it will require the implementation of clear guidelines and best practices to ensure responsible use," shares David King, Senior Managing Director, Robert Half, Canada and South America.As organizations start to wade deeper into the waters of generative AI, Robert Half Canada would like to offer some tips to help ease the transition for workers and help them use these remarkable tools to their — and the company’s —advantage.1. Openly communicate about the company's AI initiatives, including their goals, limitations and potential impact on staff. Provide regular updates — including AI-driven wins and discoveries — and let employees ask questions and express concerns.2. Offer training and resources to help employees understand AI technology, its benefits and its limitations. This can include explaining how AI works, dispelling common myths and misconceptions, and discussing ethical and legal considerations.3. Develop and share clear guidelines for AI use within the organization. These guidelines should cover inclusion, fairness, transparency, accountability and respect for privacy. Involve employees in the development of these guidelines to ensure their concerns are taken into account.4. Prioritize privacy and security. Show employees how to exercise caution when entering data into these generative AI applications and platforms. Share information where you can and have conversations with employees about any Canadian laws or potential bills that could affect how data is used.5. Involve employees in the AI development process whenever possible. Encourage them to contribute ideas, feedback and suggestions to make AI systems more effective and aligned with their needs. This involvement can help employees feel empowered and reduce fears of being replaced.6. Prioritize ethical AI practices, such as avoiding biased data sets, conducting regular audits of AI applications or systems and ensuring transparency in decision-making processes. Communicate to employees all the measures you’re taking to mitigate biases and errors in AI algorithms and avoid creating new ones.7. Foster a supportive environment where employees feel safe to voice concerns, ask questions and provide feedback about generative AI applications and technologies in use. Create channels for anonymous reporting of ethical concerns related to AI — and take them very seriously.8. Most importantly, create a pathway for employees to upskill and reskill so you can retain the talent you’ve worked so hard to develop in your organization. Employees would value the opportunity stay with their company and train for another position than leave when their job becomes automated."Generative AI comes with many questions about both its potential and its risks, and it's natural for professionals and businesses to have mixed feelings about its impact," comments David King. "Understanding how it can be leveraged for both workers' and employers' benefit, along with considering its drawbacks, is crucial at this time."Not sure where to start when it comes to adapting your workforce to meet the needs of tomorrow? You don’t have to find the solution on your own. Let’s find the best talent solution for you. Connect with us today.David King is a Senior Managing Director for Robert Half Canada and South America. For more than 25 years, David has led a successful career with in-depth perspectives and knowledge on workplace issues and labour trends across both areas he oversees. His expertise are often featured in major media outlets and executive keynotes, and he provides curriculum guidance to leading educational institutions across the country. Under David’s direction, Robert Half has established itself as a leading advisor to businesses internationally, helping companies in all stages of growth establish talented teams and thriving organizations
