Dell<\/a> and others have announced significant job cuts this year, with the intention of replacing many roles with AI, Prof Paul Thurman, from Columbia University in New York, argues that swapping management roles completely for AI would be a mistake.<\/p>\n\u201cThe middle management layer is the most critical layer in any organisation,\u201d says the professor of management. \u201cThey’re the layer that, if it starts turning over, you’re in for a wild ride. Your people don’t see continuity, they don’t get mentoring and coaching\u2026 all the human things that human managers are better at than AI and should be focusing on.\u201d<\/p>\n
AI, Prof Thurman adds, can liberate managers from endless reminding and checking in, to focus on more innovative ways of working. For example, managers can cherry pick project teams based on individual skillsets, oversee the brief, then hand over to their AI to manage minutiae like deadlines.<\/p>\n
AI can also identify who in the team is falling behind and may need to be managed more closely by a human, and by the same token, hone in on star performers who require extra recognition.<\/p>\n
But companies should steer away from AI managers becoming a surveillance tool, he says.<\/p>\n
\u201cYou don\u2019t want to get to a point where you are noting that, not only do people not clock in on time, but they take too much time at lunch, and they’re not eating enough salad. You don’t want to go that far,\u201d says Prof Thurman. \u201cYou want to find the right way to encourage the right behaviours.\u201d<\/p>\n<\/div>\n
\n
AI managers can also help people who have become \u201caccidental managers\u201d – people who excel in their roles and end up managing people as a result, despite management not being a natural skill for them, says Tina Rahman, founder of London-based HR consultancy, HR Habitat.<\/p>\n
\u201cWe did a study which looked at the reasons people leave a job. Almost 100% of the respondents said it was because of bad management.<\/p>\n
\u201cSome of them said they didn\u2019t like the way they’d been managed, and most of them also said it was because they didn\u2019t know what was expected of them or if they were doing a good job,\u201d says Ms Rahman.<\/p>\n
\u201cYou’d assume that an AI manager would be built to give those correct instructions, to give complete transparency on the requirements, and the outcomes. People are likely to be more productive when they know what’s expected of them.\u201d<\/p>\n
But an over-reliance on AI management sets the tone that companies only care about output and not people, Ms Rahman warns.<\/p>\n
\u201cIt\u2019s going to be very hard for a business to tell their employees that they\u2019re introducing this brand new AI system that’s going to completely manage them, then say, with the same face, that \u2018we care about your experiences in the workplace,\u2019\u201d she says.<\/p>\n<\/div>\n\n\n
James Bore<\/span><\/div>\n<\/div>\n<\/figure>\n\n
Yet perhaps the biggest concern about AI managers is not from a people perspective, but from a cybersecurity one, warns James Bore, managing director of cybersecurity consultancy, Bores, and speaker and author.<\/p>\n
\u201cIf you have an AI manager, and you’ve given them all of the company’s processes, procedures, and intellectual property that is suddenly all in the software, it can be kidnapped by someone who wants to clone it, and it could also be held to ransom,\u201d says Mr Bore.<\/p>\n
\u201cIf you’ve come to rely on it, which companies will when they start replacing humans with AI, you’re kind of stuck, because you’ve got no resilience, no option to switch back to the humans, because you don’t have them anymore.\u201d<\/p>\n
Rather than companies becoming more efficient through an extensive use of AI, Mr Bore says there could be an unintended consequence beyond becoming dependent on systems that could fail.<\/p>\n
\u201cThe more you automate, and the more you remove people from your business, yes, you’ll bring down costs. But you will also make your company more replaceable.\u201d<\/p>\n<\/div>\n<\/div>\n
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