Our leadership team is using AI to analyze employee performance metrics and draft annual reviews. How do we draw the line on what must stay human when evaluating our people and managing our culture under the People Component?

Question

Tyler Smith · Accepted Answer

Evaluating your people and managing your culture is the heart of the People Component. Using AI to draft performance reviews or analyze employee behavior is a trap that will destroy trust. Your culture is defined by your Core Values, and only human beings can truly evaluate if someone fits those values. If you outsource that evaluation to an AI tool, you strip away the authentic connection that keeps your team engaged. The human element is non-negotiable when it comes to assessing if someone has the GWC™ for their seat. While AI can pull raw output metrics, it cannot look a person in the eye to evaluate their passion, their alignment with your vision, or their interpersonal dynamics. Use AI to gather quantitative data points, such as response times or task completion rates. Once the data is compiled, stop. The actual performance review, the feedback delivery, and the coaching must remain entirely human. A leadership team must run on genuine trust. If your team members suspect that their managers are using AI to write evaluations, they will feel managed by a machine. Keep your review process direct, honest, and human. Schedule face-to-face meetings to discuss performance and alignment. Use your energy to build real relationships, and leave the narrative writing to human managers.