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It’s no secret that AI has started to transform the workplace; it has become integrated in the way we work very quickly. This blog is not to get into the ins and outs and argue the good and bad about AI because it’s simply an endless debate! Instead, this blog focuses on the AI grievance avalanche our profession is currently facing.
We have seen first-hand an increase in AI-assisted grievances and for SMEs this can generate fear and require greater resources than once before.
Ultimately this is inevitable; with AI a dominant tool and 74% of the younger workforce using it in their day to day work (Deloitte) it was a matter of time that many would begin to use it to start writing their grievances as well.
So why are people using it?
The assumption is that people use AI to draft their complaint to get more out of a business. However, many may turn to AI as a comfort to help form their complaint, or to make the complaint clearer. Additionally, employees may feel they are being awkward and don’t quite know the right route to take and fear repercussions of getting it wrong.
As with any argument related to AI, it can be helpful in certain situations, however we are more often than not seeing AI go beyond helping an employee to put their concerns into a clear complaint. AI mis-interprets complaints, spiralling situations and making them seem a lot more intense, serious and frightening than they actually are.
For example, a difficult conversation or a disagreement may be interpreted as ‘bullying’. A serious word and allegation, but not one that suits nor describes what actually happened. Unfortunately, by the time this complaint lands, labels stick and heighten the complaint.
Whilst no grievance should be dismissed lightly and serious allegations should be looked into, it’s key that businesses understand what is actually happening and what is being described. So we are always encouraging employers and managers to never rush decisions and processes; understanding the core issue in a timely manner is key.
A few quick checks can also help you spot possible AI use:
- American spelling over plain English
- Overuse of punctuation
- Longer dash (—)
- Repeated or familiar sentence structures
We must make it clear that the goal is not to catch the employee out with the intent to disregard the complaint. All concerns and grievances need to be addressed carefully and taken seriously. However, noting and identifying the use of AI can help provide extra context and frame the way you proceed.
Final thoughts
The bottom line is that AI can sound confident and still be very wrong. Trust us, we have experienced AI giving out various HR advice (wrong advice by the way) which is a huge worry and could easily catch many businesses out.
If AI-assisted grievances are starting to land on your desk more often, ask yourself why AI felt like the safest route in the first place?
Whenever in doubt or unsure what steps you need to take, seek expert support. We have a team of highly experienced and qualified HR consultants who can help you navigate through AI grievances.
To build some structure around your processes get in touch with us through emailing lucy@mcmillanandassociateshr.com
We are here to put the human first in HR – a factual statement backed up by a wonderful testimonial from one of our valued retainer clients!