Post contributed by Krista Ahlgrim, Reverb People Operations Practice Lead.
At our recent meetup, Elisabeth and I sat down to explore one big idea: AI isn’t the strategy. People are. That framing set the tone for the entire conversation. Instead of focusing on the hype around technology, we kept returning to the same truth. AI only matters if people know how to use it in meaningful ways.
Productivity is not instant
One of the clearest takeaways was that AI does not create instant productivity. Employees are spending time reviewing AI generated content, cleaning up mistakes, and learning how to use new tools. There is a learning curve, and it can feel heavy.
For leaders, this is a reminder that the promise of “10x productivity” is misleading unless the work itself is redesigned. Dropping AI into outdated systems or messy workflows will not free people up. It will slow them down.
Start with the work, not the tool
When leaders ask “How do we get more productivity from AI” they are asking the wrong question. The better question is “Where are our people frustrated by repetitive tasks, and how can we free them up for the work that requires judgment, creativity, and connection.”
The opportunity is not just efficiency. It is creating capacity for more meaningful human work.
HR as the translator
We also reflected on the role HR needs to play in all of this. HR leaders have a unique vantage point. They see the full workplace ecosystem: the work itself, the workforce and their skills, the workflows that move things forward, the data we rely on, and the governance and culture that shape decisions.
Only after those layers are clear should AI enter the picture. Think of AI as a magnifier. Clarity gets clearer, chaos gets bigger.
Human moments matter most
No matter how powerful AI becomes, some moments at work will always belong to humans. Feedback conversations, conflict resolution, and creative collaboration all depend on presence, tone, empathy, and timing. AI can prepare us with data or draft talking points, but the way people feel in the moment is what really matters.
Equity has to be part of the conversation
We cannot ignore equity when talking about AI. If access is limited to certain teams or senior leaders, they gain more influence while others risk falling behind. Leaders can close that gap by democratizing access, offering training broadly, and asking a simple equity check: Who benefits most from this rollout, and who might be left out.
The principle that ties it together
If I had to leave leaders with one principle from this conversation, it would be this: always keep humans in the loop. AI can draft, but people decide. AI can analyze, but people set the direction. The goal is not replacement. The goal is amplification.
I really enjoyed this conversation and the energy it sparked. These dialogues matter because they help us slow down and ask the right questions about how AI should show up in our workplaces. My hope is that we keep creating spaces for these discussions, because the future of work will not be shaped by technology alone. It will be shaped by how people choose to use it together.
At Reverb, we are committed to creating space for these conversations and to helping organizations approach AI in a way that keeps people at the center. If you are exploring how to bring AI into your workplace with intention and responsibility, we would love to connect with you at [email protected].
