Lattice, an HR technology company, recently ventured into uncharted territory by attempting to integrate artificial intelligence (AI) bots directly into its employee management systems. The bold move, however, did not sit well with the public.
"Today Lattice is making AI history," CEO Sarah Franklin proudly announced in a blog post dated July 9. "We will be the first to give digital workers official employee records in Lattice. Digital workers will be securely onboarded, trained, and assigned goals, performance metrics, appropriate systems access, and even a manager. Just as any person would be."
This groundbreaking idea aimed to assign employee records to AI bots, ensuring they were incorporated into organizational processes similar to human employees. The digital workers would undergo onboarding, receive training, and have their performance metrics tracked. The plan even included assigning them managers. It was a step towards treating AI as employees rather than mere tools.
However, on July 12, following a series of critical reactions, Lattice decided to scrap the plan. An update on their blog stated that the company "will not further pursue digital workers in the product." The backlash was immediate and intense, particularly from professionals within the HR and AI sectors.
"I have questions," Hebba Youssef, chief people officer at Workweek, remarked on LinkedIn. "My biggest one: why??"
Amanda Holle, an experienced HR professional, shared her concerns as well, stating, "Based on my experience in and around AI and HR, it appears to me that we’ve skipped several steps."
Sawyer Middeleer, chief of staff at Aomni, an AI company, was candid in his critique, saying, "This strategy and messaging miss the mark in a big way, and I say that as someone building an AI company."
Even Franklin acknowledged the complexities and potential misunderstandings involved in the initiative. In one of her LinkedIn comments, she clarified, "I’m not advocating for the personification of AI."
Many firms are exploring the potential of digital workers. Franklin’s blog post highlighted examples such as Cognition AI’s Devin software engineer and Qualified’s Piper AI sales representative. Lattice's attempt to follow this trend, however, seemed too far-reaching for many in the industry.
Unfortunately, the controversy surrounding Lattice’s attempt underscores a more significant issue: the uneasy relationship between AI integration and human workspaces. As digital innovation accelerates, many organizations are grappling with how to balance technological advancement and human-centric work culture.
The swift reaction from HR professionals suggests there is trepidation regarding the pace at which AI is being incorporated into workforce management. Many feel that human-centric principles might get overlooked in the rush to innovate.
Lattice’s decision to step back from their initial plan reveals an important lesson: despite the excitement and potential surrounding AI, human elements in the workplace cannot be disregarded. As Amanda Holle pointed out, "It appears to me that we’ve skipped several steps." This sentiment is shared by many who see a need for more foundational work before such integrations are accepted broadly.
As companies continue navigating the complexities of integrating AI, the Lattice case serves as a crucial reminder. It highlights the necessity of ensuring that innovation does not outpace common sense and ethical considerations. For now, it seems, the prospect of AI co-workers will need to be approached with more caution and a more nuanced understanding.