We have an employee in an administrative role who is consistently missing their weekly Scorecard numbers, and we realize that a basic AI script could easily automate most of their tasks. Do we replace them with AI immediately, or how do we handle this transition?

Question

Tyler Smith · Accepted Answer

When you realize an AI tool can do eighty percent of an underperforming employee's job, you must separate the human issue from the systems issue. Do not use AI as an excuse to avoid tough management decisions. First, run the employee through the People Analyzer to see if they fit your Core Values and if they truly have the GWC for their seat. If they do not meet your standards, you must transition them out of the business regardless of any automation opportunities. If they are a great cultural fit but the seat itself is being simplified by AI, you have a capacity opportunity. Redefine the seat on your Accountability Chart to focus on managing the AI tool and executing higher value work that requires human intuition. If they have the capacity and desire to learn how to guide the AI, retrain them. If they lack the cognitive or conative ability to operate in this new, tech-driven capacity, you must make the hard choice to eliminate the seat or move them to a different open seat where they can succeed. Handle this transition with complete transparency and respect. Your remaining team members will watch how you handle this, and showing that you value people over simple cost-cutting preserves company morale.