A Guide for Introducing Robots in the Workforce

As businesses leverage automation technologies, questions arise about the way to best implement these tools. Ashim Gupta, chief customer success officer at UiPathOpens a new window , discusses four ways business leaders can create a stronger digital workplace

Automation has undoubtedly seeped into aspects of everyday life. More and more, businesses are using technologies such as artificial intelligence (AI), robotic process automation (RPA) and machine learning to take on tasks that were previously performed manually – with approximately 80 percent of organizations investing in these tools, according to market research by Vanson Bourne and Teradata. While the implementation of robotic solutions has proven to bolster the efficiency and accuracy of core functions, and ultimately free up people for more gratifying work, employee concerns about job security continue to linger. A survey from Kronos Incorporated reveals, while 82 percent of respondents think AI technologies can improve their jobs, about 34 percent are concerned that the technology could someday leave them without work.

To mitigate employee fears about job changes or even job loss, business leaders must be strategic about how they introduce automation solutions in the workplace and keep in mind that they are training digital workers in an existing workspace. In this vein, human resource (HR) leaders need to figure out how to assimilate the tradition workforce with the new digital workforce that these technologies bring. By executing against proven best practices when it comes to change management, business leaders can ensure employees not only feel comfortable and confident about the digital workforce being introduced but excited and supported, as well.

Here are four tried-and-true ways that business leaders can squash employee concerns about robots and usher in a more engaged and productive digital workforce. 

Empathize with employees

McKinsey reports that as many as 45 percents of activities individuals perform can be automated through current technologies. It is important to be honest with employees that their jobs and roles could indeed change upon implementation of automation tools.

While many automation tools take on time-intensive and tedious processes that individuals dread —  enabling employees to focus on more strategic work — business leaders should still recognize that some employees may feel stressed by the changes at hand and express empathy. When leaders demonstrate that they understand the reality of a situation, it helps ease the transition for employees.

Communicate openly and articulate the vision

When implementing RPA solutions, organizational leaders must clearly articulate their vision for the technology. According to an ISG survey, 76 percent of automation end users have a substandard understanding of how automation impacts processes. This needs to change. It’s imperative that business leaders speak openly about the solution’s anticipated uses. The moment executives try to sell the value of automation to employees without a clear, well-thought-out explanation for the changes it will bring, employees will become skeptical and put up a wall. 

To best communicate the vision for the uses and benefits of an automation tool, like RPA, leaders must be deep enough in the technology to explain what roles robots will play. This starts with reimagining your organization and emphasizing the ways technology will unlock abilities for employees to grow and change their roles. When employees see where the technology is headed – in terms of specific projects and the overall company vision for digital solutions – they will react in a more positive way.  

Aligning with HR

Because the implementation of RPA or other automation technologies may require workers to refine their skills and focus on new aspects of their jobs, it’s critical that business leaders stay closely connected with the human resource (HR) team. For example, as bots work on mundane tasks, workers can focus on more strategic functions. The HR team needs to know this is coming and prepare to help with these changes. With the rise of technology, the role of HR teams has expanded to envisioning the future of jobs as well.

**Employees may also be motivated to leverage the automation-induced business changes as opportunities to move out of their current positions.** By utilizing freed up time, workers can learn new skills and accomplish tasks that were previously outside of their role, due to time constraints.

Invest to train and skill workers

While the technological solutions available are exciting, it is necessary to build in ample time to educate employees on the new tools at hand before expecting them to run seamlessly upon implementation. Organizational leaders must invest time and resources educating employees about the use of tools like RPA and the best ways to work alongside these technologies. 

It is also necessary that employees feel they can offer valuable feedback about the automation implementation and related processes. **Creating a mechanism to do so anonymously will allow employees to know their feedback is being heard.**

Lastly, when employees aren’t bogged down by automatable routine tasks, they find something better to do. Employees should be taught the skills to work on more strategic projects and employers can do so by enhancing workplace learnability.

As today’s workforce pairs with automation solutions, business leaders can expect the workplace shifts to be met with a range of reactions from fear and confusion to excitement and hope. To best manage the mindset of employees in the digital workplace, leaders must be cognizant of the changes happening. By taking the suggestions above into account, leaders can lay the foundation for the best implementation of automation solutions.