{"id":16522,"date":"2026-04-14T12:57:40","date_gmt":"2026-04-14T12:57:40","guid":{"rendered":"https:\/\/www.brightmine.com\/uk\/?post_type=resources&#038;p=16522"},"modified":"2026-04-23T13:59:47","modified_gmt":"2026-04-23T13:59:47","slug":"the-ai-challenge-performance-expectations-and-measurements","status":"publish","type":"resources","link":"https:\/\/www.brightmine.com\/uk\/resources\/hr-strategy\/hr-technology\/ai-in-hr\/the-ai-challenge-performance-expectations-and-measurements\/","title":{"rendered":"The AI challenge &#8211; adjust your performance expectations and measurements now!"},"content":{"rendered":"\n<div class=\"wp-block-group alignwide has-primary-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-b5fc8583 wp-block-group-is-layout-constrained\" style=\"border-radius:25px;padding-top:var(--wp--preset--spacing--30);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--30);padding-left:var(--wp--preset--spacing--30)\">\n<div class=\"wp-block-columns is-layout-flex wp-container-core-columns-is-layout-7fc3d43a wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:70%\">\n<p class=\"\">Research suggests that AI is making a nonsense of the traditional equivalence between output and productivity and creating a new category of worker: the person who is thriving themselves into exhaustion.<\/p>\n\n\n\n<p class=\"\">Jeremy Hollander joins the podcast to discuss how HR can tackle these issues by upgrading productivity measurements to distinguish sustainable high performance from intensity that is destined to end in burnout.<\/p>\n\n\n\n<p id=\"listen\" class=\"\">Listen now for actionable insights, expert analysis, and a look at what\u2019s next for HR strategy.<\/p>\n\n\n\n<figure class=\"wp-block-embed is-type-rich is-provider-spotify wp-block-embed-spotify wp-embed-aspect-21-9 wp-has-aspect-ratio\"><div class=\"wp-block-embed__wrapper\">\n<iframe title=\"Spotify Embed: The AI challenge - adjust your performance expectations and measurements now!\" style=\"border-radius: 12px\" width=\"100%\" height=\"152\" frameborder=\"0\" allowfullscreen allow=\"autoplay; clipboard-write; encrypted-media; fullscreen; picture-in-picture\" loading=\"lazy\" src=\"https:\/\/open.spotify.com\/embed\/episode\/73TZTWm8Q8emhLgTqppZ1L?utm_source=oembed\"><\/iframe>\n<\/div><\/figure>\n\n\n\n<details id=\"transcript\" class=\"wp-block-details has-secondary-blue-color has-text-color has-link-color wp-elements-6f29f6f4748d6185746ca40bdf3dc444 is-layout-flow wp-block-details-is-layout-flow\" style=\"font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.548), 18px);\"><summary>Read the transcript<\/summary>\n<p class=\"\"><strong>Robert Shore:<\/strong> Hello, and welcome to the Brightmine podcast, formerly known as the<br>XpertHR podcast. Brightmine is a leading provider of people data, analytics and insight, offering employment law expertise, comprehensive HR resources and reward data to meet every HR and organisational challenge and opportunity. You can find us any time of the day or night at https:\/\/www.brightmine.com.<\/p>\n\n\n\n<p class=\"\">Hello everyone. My name is Robert Shore, and we\u2019re going to be talking about AI and the way that it may be increasing workloads rather than reducing them, and what HR needs to be aware of and what it can do about it.<\/p>\n\n\n\n<p class=\"\">To discuss this thorny subject, I\u2019m delighted to be joined by Jeremy Hollander. Hello Jeremy.<\/p>\n\n\n\n<p class=\"\"><strong>Jeremy Hollander:<\/strong> Hello.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> And possibly I\u2019m going to get you to introduce yourself here, I think,<br>because it\u2019s too complicated for me. I can\u2019t handle all the technical stuff!<\/p>\n\n\n\n<p class=\"\"><strong>Jeremy Hollander:<\/strong> Happy to. Thanks for having me. Just as a brief background, I spent the last 20 years in enterprise technology, starting as a strategy consultant for one of the big tech companies out there called Cisco, and then I worked with their Fortune 500 customers. And then I went way downstream and moved to working with startups and eventually also founding two venture-backed companies in the HR<br>and AI space.<\/p>\n\n\n\n<p class=\"\">And I think what that gave me is that journey sort of gave me a close view of what actually happens when AI lands inside an organisation. And what I keep seeing is the gap between the promise and the reality is not always about the technology itself, but it\u2019s also about the way that companies think about work, and it\u2019s about how they measure it, how they reward it and also how they design it.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> There we go. I think that introduces our theme today very well. And as you\u2019ve outlined briefly there, you are quite expert in this field. So we said we were going to begin our chat today by talking about a piece of research that\u2019s been published in the Harvard Business Review, which says in short (this is the headline), \u201cAI doesn\u2019t reduce work; it intensifies it.\u201d So researchers studied 200 employees for eight months and found that AI intensified work, did not reduce workload. Workers voluntarily took on more, worked longer hours and expanded their scope. <\/p>\n\n\n\n<p class=\"\">So first question, Jeremy, is did this surprise you, this finding, or confirm something you were already seeing?<\/p>\n\n\n\n<p class=\"\"><strong>Jeremy Hollander:<\/strong> I think it\u2019s surprising. It\u2019s surprising because you would think with AI you would spend less time working. To me that\u2019s just\u2026it\u2019s common sense, right? And everyone knows this. You enter something in AI and you get a response within seconds and you\u2019re done with the work that would otherwise take you half a day. <\/p>\n\n\n\n<p class=\"\">But I think what we\u2019re seeing \u2013 and I just even talk about myself \u2013 what I\u2019m seeing is I end up working on three, four, five different projects at any one time because I can. And I think it\u2019s becoming more taxing. It\u2019s just becoming more taxing. So I think it\u2019s actually counterintuitive that in some ways AI is perhaps making us more productive but also making it harder for us, harder for employees.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> So is this on HR\u2019s radar yet or is it still flying under, in your experience?<\/p>\n\n\n\n<p class=\"\"><strong>Jeremy Hollander:<\/strong> I think it\u2019s still flying under. You know, if you look at ChatGPT it was introduced less than three-and-a-half years ago and that was really for the early adopters. And if you look at the enterprise, I think candidly up to even less than a year ago I would talk with enterprises and they would say, \u201cLook, we don\u2019t want our employees to use ChatGPT at work. We don\u2019t want them to use Claude at work.\u201d And I think there\u2019s been a shift. There has been a shift of about six or nine months where people say, \u201cWe have no choice anymore. If we do not integrate AI tools we\u2019re going to have trouble competing with other companies.\u201d<\/p>\n\n\n\n<p class=\"\">So I think there has been a shift over the past, say, certainly couple of months.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> You know, certainly this technology also makes people feel more capable in many ways. You know, you can\u2026certainly the fear of the blank page goes away. You can just type something into one of these various engines that are available, you get an answer back, it can format something for you, give you, you know, structured text straight away. You feel very capable as a result. What\u2019s the problem with that?<\/p>\n\n\n\n<p class=\"\"><strong>Jeremy Hollander:<\/strong> Wow. I mean, it\u2019s almost like giving people superpowers, right? And you know, if you look back you\u2019ll say, \u201cLook, without AI tools everyone is as good as they are. They need to learn. They need to learn anything new that\u2019s being asked of them. If they do not know today, they need to learn in order to complete a task.\u201d And I think the challenge now is that with some of those AI tools \u2013 and I really think the challenge is \u2013 anyone can do anything. And it is borderline shocking. You could ask an intern to do something that otherwise would require someone with 10, 15 or 20 years of experience to do. Why? Because the intern has access to essentially the same type of background and data or \u201cexperience\u201d (with massive quotes) that someone with 20 years\u2019 experience would have. So I think that really shifts the question to, \u201cOkay, we now\u2026anyone can do anything. So what does that mean?\u201d Can you just ask any employee to do anything? And I think that\u2019s a question for HR.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> Yes. I suppose one question I\u2019d ask there is, do you think when the intern with no experience does it, they do it as well as the person with 20 years\u2019 experience could do it?<\/p>\n\n\n\n<p class=\"\"><strong>Jeremy Hollander:<\/strong> It\u2019s hard to say, \u201cYes, they do it as well,\u201d because then I think you\u2019d minimise the value of experience. And I would argue that they don\u2019t do it as well as someone with real field experience because there is something to me that\u2019s incredibly valuable \u2013 it comes with experience, right? It\u2019s judgement. It\u2019s looking at \u201cWhat am I trying to do?\u201d You know, if you look back at maybe 20+ years ago, you know, there was this notion of \u201cDo you know how to Google something?\u201d And people would say, \u201cWell what do you mean?\u201d Well it\u2019s one thing to say, \u201cI need to search something,\u201d but do you know how to really Google something, the keywords to use and how to look for data? And I think there\u2019s something similar now with AI tools, is, \u201cDo you know how to look for the data?\u201d And when you get data back, you can get so much data back so quickly, now you need to make a judgement call and say, \u201cWhat do I take?\u201d Because you can no longer look at this as a productivity problem because it\u2019s not a productivity problem. Anyone can have access to as much data as they want at their fingertips. It\u2019s more about \u201cOkay, I can have so much data in front of me. What do I do with this data?\u201d You know, what\u2019s right, what\u2019s wrong, what do you extract from it? It used to be that you\u2019d say, \u201cWell, you know what? If I serve or if I hand out this massive essay, massive thesis, it\u2019s going to be incredible.\u201d I think people value now really short summaries. Because all these AI tools can create so much data but now you really want, \u201cGive me the gist of it. What\u2019s your thought based on everything you\u2019ve seen?\u201d<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> And that, as you say, does take experience and wisdom of some kind, doesn\u2019t it, that is accumulated across working life. But I think one of the things that comes out of the Harvard Business Review piece is that people are sort of voluntarily working harder as a result. They\u2019re taking on more because of these superpowers. Is that a problem? They\u2019re not complaining, apparently. So should HR be doing anything about that? Is this an issue for HR?<\/p>\n\n\n\n<p class=\"\"><strong>Jeremy Hollander:<\/strong> They\u2019re not complaining yet. And I think, look, we just started, right? I think this AI has really been integrated, or is getting integrated and readopted in enterprises over the past year. It\u2019s moving incredibly quickly. And the way people look at this is they say, \u201cOkay, this is just an adoption problem, right? We get the right tools, does it pass our security test and policies and whatnot?\u201d But we\u2019re not really thinking about the other side, we call it the human side. You know, we\u2019re essentially giving all our employees access to this incredibly knowledgeable tool which almost is like the inventor of \u2013 I don\u2019t know, maybe I\u2019m dating myself here \u2013 AltaVista, right? Back in the nineties. And Yahoo. And then Google. But they have access to a world of information. What does that mean? There are so many questions.<\/p>\n\n\n\n<p class=\"\">I think, you know, one question for example is, \u201cWhat does this mean from a performance management perspective?\u201d Another question is, you know, \u201cAre people going to get tired?\u201d Tired just of context-switching so often, so much, and not having potentially a single break during the day. Why? Because every moment that you have to\u2026as you wait for one prompt to complete, you could start another prompt, \u201canother project\u201d. <\/p>\n\n\n\n<p class=\"\">And I think there are a lot of questions that HR needs to answer. And I think we will learn. We will learn in this year, the coming year in 2026, what are some of the downsides. Or maybe not downsides; maybe the things that companies, enterprises need to think about from a human perspective when adopting AI. And I think not much research has been done on this yet.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> So obviously AI is different from the introduction of email in the nineties, which obviously changed things a lot, and then the smartphone, which really revolutionised\u2026well, things way beyond the workplace. You mentioned there about what we measure, really, in terms of work. Are we talking about measuring things differently now or, you know, in terms of productivity and output how should HR be thinking about that?<\/p>\n\n\n\n<p class=\"\"><strong>Jeremy Hollander:<\/strong> I think measuring has always been hard. It\u2019s hard because it\u2019s\u2026in a way you say, \u201cLook, we\u2019ll measure,\u201d and it\u2019s very scientific. It\u2019s a number. That\u2019s wonderful, but what you measure is important too. It\u2019s just not how it is measured but what are you measuring? And I think historically people will look at this and say, \u201cLook, we look at productivity, we look at output,\u201d right? And yes, that\u2019s what worked historically but now output has become irrelevant because you can output so much work with AI in a fraction of a second, that I think it is difficult to just look at pure output. <\/p>\n\n\n\n<p class=\"\">I think a better way to look at this is to look at business outcome. Which really should always be looked at, right? And so, you know, if you look at engineering, you know, I don\u2019t think it was ever about, \u201cLet\u2019s look at how much code an engineer writes per minute.\u201d Or per hour or per day. Because some code is harder to write than others. Some problems are more difficult to solve than others. What is the outcome of the code that they write? What is the business outcome? And I think the same thing is in marketing, right? It\u2019s not about, \u201cHow much copy can you generate in a day?\u201d It\u2019s, \u201cDid you generate valuable copy that brought on more customers?\u201d That is the question. So really it comes down to business outcome. <\/p>\n\n\n\n<p class=\"\">So to me it\u2019s less about productivity and about pure output, but it is about what are the metrics or the KPIs at the end of the day that truly impact the business? Let\u2019s figure those out and then bring this back to employees and see how do they perform on those metrics, as opposed to, \u201cOh, did they just produce a massive amount of text?\u201d because that is today no longer relevant.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> Yeah. \u2018Cause I mean, as you were saying earlier with sort of somebody who comes in a space \u2013 it could be an intern \u2013 they\u2019re able to produce an enormous amount of work. Who then reads it is another matter, and how it\u2019s assessed. I mean, I\u2019m aware that sometimes I have\u2026I mean, obviously things I\u2019ve done for my personal interest, you know, produced things without necessarily knowing anything about it at the beginning, and I don\u2019t necessarily know anything more about it at the end either. But I have produced something that apparently contains the gist of what it\u2019s supposed to be about. I mean, there\u2019s quite a lot of work you can do now without knowing anything at the beginning, or indeed anything more at the end. So I suppose that was the old thing, that you\u2019d begin possibly by not knowing much but then you do a certain amount of research and you have to learn, whereas of course AI means that you can sort of fly blind on some of that stuff now.<\/p>\n\n\n\n<p class=\"\"><strong>Jeremy Hollander:<\/strong> You can. And by the way, you mentioned an intern can produce work very quickly, a lot of work. And here\u2019s what happens. An intern \u2013 not an intern, anyone \u2013 can produce an enormous amount of work today with AI, and your question is, \u201cWho reads this afterwards?\u201d The AI produces it. At the other end, on the receiver, the receiver will say, \u201cThis is just too long. Let me put this into an AI to summarise it for me,\u201d whereas the person, the sender, could say, \u201cLet me write this in three bullet points,\u201d and the receiver would be just as happy to get this in three bullet points as well. So you almost have the inverse happening now where you have one person say, \u201cI need to produce something very long,\u201d and on the other hand say, \u201cI received something really long. What am I going to do with it? Let me put this in an AI to say, \u2018Summarise it for me again.\u2019\u201d So people think that you\u2019re creating so much more work but in reality, I think, today people have less and less patience to read. Because it\u2019s so easy to create content that you just want to have the gist of it every time. And to me again it comes back to business outcome, right? What it is you want to say? Say it in a short way, say it in a simple way, and then the person will be happy. This is what people are looking for today. I think we go back to the basics.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> Yeah. And I mean, is there a sort of formula for doing it that way? Is it just about, you know, continually feeding it into some sort of AI bot and keep saying to it, \u201cCan you put this into, you know, five points and then three points and then\u2026ooh, could you possibly get it down to just the one bullet point?\u201d<\/p>\n\n\n\n<p class=\"\"><strong>Jeremy Hollander:<\/strong> And I think that\u2019s what I said earlier. I think it goes back to just raw human intellect. And at the end of the day, I think the most valuable thing that someone can bring to the table is not going to be, \u201cHow quick can I type?\u201d but it is, \u201cWhat do I understand or have the ability to learn something new, something quickly, and then make a judgement call?\u201d Because I can go there and type anything now and read about it and send an email about it. But do I understand the response? Do I understand what AI is telling me? And if I do, that\u2019s called raw intellect. I can go so much further today. <\/p>\n\n\n\n<p class=\"\">So I think in many ways \u2013 maybe going back to your question earlier \u2013 AI is helping a lot, sure, the call it newcomers to the workforce. But I think it\u2019s helping even more the high performers to say, \u201cLook, I can do anything now. I\u2019m going to work harder\u2026\u201d \u2013 which potentially is a problem \u2013 \u201c\u2026but I have anything and everything at my fingertips. I can learn anything, anything overnight.\u201d And I think that\u2019s very, very powerful.<br>But from an HR perspective as well you must be aware, you know, this can be incredibly taxing. And you need to know \u2013 and I don\u2019t have the answer yet because we  haven\u2019t seen this happen truly for enough time \u2013 but changes will need to take place over the next year or two because we\u2019re going to otherwise have, I think, challenges in the workforce. It\u2019s going to be very tough for employees to handle.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> Performance review, then. Performance review problem, we\u2019re calling it. I think you came up with a neat little challenge, which is if a salesperson closes twice as many deals because AI is writing their outreach, do they deserve twice the bonus? What is the answer to that?<\/p>\n\n\n\n<p class=\"\"><strong>Jeremy Hollander:<\/strong> I\u2019m not the chief revenue officer! So this is my opinion. But good for them. They should absolutely get 2x because they\u2019re leveraging tools in the right way, in the way that they were meant to be used. And if it\u2019s sustainable, good for them. <\/p>\n\n\n\n<p class=\"\">Now, I think that the baseline\u2019s changing, right? People are\u2026if you go back to your example, right, of salespeople, on the prospect side, you know that people are using AI tools now. So the baseline of, \u201cWhat does it take to close a deal?\u201d is getting harder and harder. So I think the goalposts are moving over time as well. But I have absolutely nothing against people leveraging AI to do their job. I think they should. I think it is wholly wrong for companies to say, \u201cWe will not use AI.\u201d I think these companies will be left behind. And I know a lot of companies who are now adding metrics and telling people, their employees, and saying, \u201cYou must use AI. If you do not use AI, you have no place here.\u201d<\/p>\n\n\n\n<p class=\"\">And I think the question to your question is, \u201cHow do you measure this?\u201d And I\u2019ve seen simple things of saying, \u201cWell, how often do you log into ChatGPT or Gemini or Claude? That\u2019s great.\u201d And I\u2019ve seen more detailed ways of looking at this and say, \u201cWell how many tokens have you used?\u201d And this is becoming quite detailed. Is there a right answer to that? I\u2019m not so sure yet. We have to figure it out. But no question, you must use AI at work. But to use AI, companies, employers, have to enable their employees to use it. They have to get access to the right tooling. They have to train their employees. They have to have their employees adopt it. But the baseline, the goalpost is moving, right? So this one employee may be doing 2x in revenue this quarter, and hopefully the next quarter more employees will be doing the same, but then the goalpost is moving, and so that 2x will go down to 1.5 and 1x because the market is catching up with that.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> So there\u2019s a piece of research that\u2019s just been published, done by YouGov, about AI adoption in the workplace in the UK, which is that actually a lot of it is self-directed. So you were talking about obviously employers facilitating the adoption of tools, but what do you think about this sort of phenomenon that actually an awful lot of what people are doing in the workplace is actually according to their own lights, that essentially they are, you know, messing around with stuff in a constructive way, trying to find what\u2019s best for them, but a lot of it is done without a sort of guiding hand from the employer. Is this a good thing? Is this a problem?<\/p>\n\n\n\n<p class=\"\"><strong>Jeremy Hollander:<\/strong> The first question I would ask is, \u201cWhy are the employers not helping them?\u201d<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> I mean, it may be because the employers don\u2019t know better than the<br>employees\u2026because it\u2019s so new, isn\u2019t it?<\/p>\n\n\n\n<p class=\"\"><strong>Jeremy Hollander:<\/strong> Look, I think as long as the employers don\u2019t prohibit the employees for using AI tools, as was the case as early as, you know, a year ago, where they said, \u201cLook, you are not allowed to use AI tools until they move forward.\u201d I think employees should trial, test and use AI as much as possible but also be aware of what they\u2019re doing, right? Depending\u2026there are many ways to use AI, and if you\u2026as long as you are aware of how you use it and what the consequences could be, and again you remain in the loop, right \u2013 there\u2019s this notion of \u201chuman in the loop\u201d with AI where you say, \u201cLook, AI, go and do this. Give me the output. I want to view it before taking action and for example, before pressing send on an email.\u201d And I think that\u2019s great. Where it becomes a bit more tricky is where you have agents doing the work for you, where you say, \u201cHere\u2019s my email. Here\u2019s my username and password. Answer my emails. I\u2019m going to go to the beach and when I come back I want my work done.\u201d That\u2019s trickier because I don\u2019t quite think we\u2019re there yet. And if you do that, obviously you\u2019ll be putting not just your career at risk but also the employer\u2019s perception put potentially also at risk. <\/p>\n\n\n\n<p class=\"\">So I think employers will catch up and certainly need to help employees adopt, train employees on the way. But as long as employees can trial and test AI in a safe environment \u2013 and by safe environment, to me it also means the employers are okay with mistakes; that\u2019s a safe environment \u2013 then I think it\u2019s okay, I think it\u2019s fine and they absolutely should.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> I mean, part of the sort of dream of the future is yes, you get agents to do the work for you and then it\u2019s an agent that reads the output and then\u2026I mean, just when I receive Gmail now, which is not my work email, you know, it gives me a summary straight away. And I\u2019m quite annoyed, actually. And I\u2019m thinking, \u201cWhy are you reading my email? Get out of there!\u201d Or at least, \u201cCan you respond to it at the very least? If you\u2019re going to read it, then can you get on with doing it?\u201d But anyway, that\u2019s a distraction. Let\u2019s not go down that route! We were talking about performance frameworks and whether these then are going to need to be rethought fundamentally in the light of AI as a tool, which changes, you know, the metrics of so many things. What is the future of that sort of performance review framework?<\/p>\n\n\n\n<p class=\"\"><strong>Jeremy Hollander:<\/strong> It\u2019s a tough question.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> Good! Would you like to type it into AI quickly to answer it?! I would have to. I know you don\u2019t have to!<\/p>\n\n\n\n<p class=\"\"><strong>Jeremy Hollander:<\/strong> No, I don\u2019t think that there is a right or wrong answer yet because we really are still just getting started with adopting AI in enterprises, right? I mean, consumers, billions of consumers are using AI. I think in the enterprise they\u2019re just getting started. I think a lot of mistakes will be done. For example, do you really want to count the number of tokens, you know, to see if your employee is doing a good enough job with AI? I don\u2019t know. To me it seems a bit like a vanity metric. Do you want to see how often someone logs into AI? I don\u2019t know. I think it goes back to the business fundamentals. I think it goes back to, \u201cWhat are the business outcomes?\u201d And you know what? If you choose to not use AI today, okay. But you probably should know as an employee that in the next three, six, nine, 12 months, if you don\u2019t keep up with AI, you will most likely fall behind other employees. And so from a performance perspective, if we\u2019re looking at pure business outcomes \u2013 which may be cost, which may be revenue etc \u2013 you will not be able to keep up with other employees. And this will almost be a forcing function for you to join into AI.<\/p>\n\n\n\n<p class=\"\">So bottom line for me, go back to the fundamentals in performance management. It is\u2026I think it has become so complex, you should attempt to tie your employees\u2019 performance to pure business outcomes, see how they\u2019re doing and be honest with people and say, \u201cLook, we\u2019re learning. We\u2019re learning along the way. We\u2019re not going to make drastic changes overnight. We\u2019re doing what we can. But we know that we need to do more. We need to change the way that we measure performance. We will probably make mistakes. But we will learn and we\u2019ll do it as quickly as we can. And we\u2019ll also do our best to do it right by the employees.\u201d Because when you learn, you are about to make mistakes. And I think employers who are honest should also attempt to do what\u2019s right not just for them but also for the employees.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> And actually, just very quickly, from what you\u2019ve been seeing, are employers looking at sort of token use and logins? Is that being used as a metric that you\u2019re aware of?<\/p>\n\n\n\n<p class=\"\"><strong>Jeremy Hollander:<\/strong> It is. It is being used. It is being used and you can track it. You can connect to the different LLMs and get access and see how often does Robert log into ChatGPT or how many tokens has Robert used over the past day or the past week, and then let\u2019s compare it with someone else who is in a role similar to Robert\u2019s role, and let\u2019s see how they\u2019re doing. I hope and I assume that those metrics are a tiny, tiny slice of the bigger pie because they absolutely would not give you a big picture of what is actually happening. It\u2019s, I think, to me, just one of the many metrics. Arguably a vanity metric, but we haven\u2019t seen enough yet. Maybe employers are just using this as a forcing function to get their employees to use AI more and more, and then the use of things like how many tokens, how often have you logged in, will slowly fade away and make place for more important metrics.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> Let\u2019s come up with some takeaways for HR. If the working week begins on a Monday morning, what is the one thing a HR leader should be doing first thing on that Monday morning or when they begin their work week?<\/p>\n\n\n\n<p class=\"\"><strong>Jeremy Hollander:<\/strong> Train your employees on using AI. I would say forget everything else. Performance, forget everything else. I think it\u2019s, \u201cHow can you enable your employees to use AI to improve business outcomes at your company?\u201d It starts with training. It starts with helping people understand. It starts with getting the right tools, the right processes in place. Because you cannot expect every employee to know what to do, where to do it, how to do it. It is not an innate thing for everyone. So train them. And once you\u2019ve trained them and you\u2019ve opened that can and said, \u201cOkay, all of you now have access to AI. Here\u2019s training as well. You have questions? Come.\u201d You really make it an open environment, an environment where people feel comfortable trying things. This is cultural at this point, but trying things. And also making mistakes.<\/p>\n\n\n\n<p class=\"\">You will learn from this. And then you can go and look at performance and say, \u201cOkay, what have you learned? How can we shift our thinking from performances A, B and C to performances down to something different?\u201d because the goalposts have changed <br>entirely with AI.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> So I think what you\u2019re pointing to here is this is the moment for a fundamental reset in many ways, and that actually this has to be installed in this period. This is really a critical thing for organisations to be doing right now in these months. Is that your sense of this?<\/p>\n\n\n\n<p class=\"\"><strong>Jeremy Hollander:<\/strong> I think \u201creset\u201d is a big word. When I think \u201creset\u201d, I\u2019m thinking the<br>button\u2026<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> It\u2019s just five letters. Five letters, Jeremy!<\/p>\n\n\n\n<p class=\"\"><strong>Jeremy Hollander:<\/strong> I\u2019m thinking about the reset button on a desktop computer back in the nineties. You know, you press that button and everything just blows up. Or CtrlAltDel. I don\u2019t think you want to obviously reset things overnight. I think that there\u2019s an approach to everything. Look, again people will make mistakes and so you want to take a measured approach. <\/p>\n\n\n\n<p class=\"\">So to me, \u201cresetting\u201d is saying not just, \u201cLet\u2019s throw everything out,\u201d let\u2019s look at it, let\u2019s come up with a different approach but let\u2019s take a measured approach. And this is a journey. It\u2019s a journey for the company as it is a journey for AI as well. AI is moving so quickly, no one knows where we\u2019re going to be in three months, let alone six, nine or even 12 months. And so knowing, for employers to know that the field is moving so quickly, as long as they are aware that this is moving quickly and they will need to make changes over time, and they message this, they communicate this to their employees as well, everyone will be on the same page, it will be a safe space, everyone will want to learn \u2013 \u201ceveryone\u201d meaning both employers and employees. And I think they will then end up in a much, much better spot than they would otherwise.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> And if you are a HR leader about to undertake this kind of operation and you\u2019re possibly not yourself that savvy about these things, how do you get the confidence to know that you\u2019re doing the right thing, that you\u2019re pointing employees in the right direction, that you\u2019re providing the right training, the right encouragement? Is there a good website that gives you advice on this?<\/p>\n\n\n\n<p class=\"\"><strong>Jeremy Hollander:<\/strong> Use it. Use AI every day, day in, day out, more than you would expect your employees to do so. And I don\u2019t think that any amount of or any number of websites can help you figure this out. The best way is to use it, to try it and to learn from it. Because I don\u2019t think you can expect anyone to use it until, and\/or unless you use it yourself. Start with yourself, look at the opportunities, try it out, and then tell your employees, \u201cLook, we\u2019re looking at X number of tools. Try that as well. Let us know what you think. We will learn from this and we will get better.\u201d And I\u2019m saying this because the field is moving so quickly it is hard to keep track. And the best way to do this is to try and to use and to try again.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> So you\u2019ve got to get your hands dirty yourself?<\/p>\n\n\n\n<p class=\"\"><strong>Jeremy Hollander:<\/strong> Yes! Yes, you\u2026not potentially. Definitely. You must. This is the only<br>way to use this and to get used to it, and to help others adopt it too.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> What does \u201cgood\u201d look like if HR gets this right? How are we going to<br>measure our success as HR, our own success in getting it right?<\/p>\n\n\n\n<p class=\"\"><strong>Jeremy Hollander:<\/strong> I wouldn\u2019t put a metric on this. I would look at this as, \u201cDid we fail? Or did we learn from our mistakes?\u201d And if we did, then I think we succeeded because there is no easy way to say, \u201cOh, this is a success,\u201d because a success today could be a failure in three months. The best way for HR to look at this is simply to say, \u201cLook, we don\u2019t know what we don\u2019t know. We need to learn and we need to create a culture and an environment at the company that is open enough for people to learn, to try, to make measured mistakes over time.\u201d Because what that says to your employees is, \u201cLook, we don\u2019t know where we\u2019re going with AI but we want you to feel comfortable trying because we know that this is the path forward.\u201d And what that\u2019s going to tell employees is that it\u2019s going to let them know that this is a great environment, a great company to join. They will feel comfortable trying things out. It will be good for you, it will be good for your employees and it will be good as well for the way that people perceive you as a company, and say, \u201cWow, that company really is open to any and all ideas.\u201d And again, do this in a measured manner. But that to me is what success will look like.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> There\u2019s a degree of psychological safety involved in this.<\/p>\n\n\n\n<p class=\"\"><strong>Jeremy Hollander:<\/strong> Yes.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> Jeremy, that is wonderful. Thank you so much for your time today. As ever, of course, we have some supporting material in the show notes for this episode. So I\u2019ll thank our guest, Jeremy Hollander, again. <\/p>\n\n\n\n<p class=\"\"><strong>Jeremy Hollander:<\/strong> Thank you, Robert. It was a pleasure.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> At that, I will just say, until next time.<\/p>\n<\/details>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"speakers\">Brightmine host<\/h2>\n\n\n\n<div class=\"wp-block-group alignwide is-nowrap is-layout-flex wp-container-core-group-is-layout-6c531013 wp-block-group-is-layout-flex\">\n<figure class=\"wp-block-image aligncenter size-thumbnail is-resized is-style-rounded\"><img loading=\"lazy\" decoding=\"async\" width=\"150\" height=\"150\" src=\"https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/2\/2025\/01\/17154338\/Robert_Shore-150x150.webp\" alt=\"Robert Shore, HR Market Insights Editor at Brightmine\" class=\"wp-image-10115\" style=\"object-fit:cover;width:100px;height:100px\"\/><\/figure>\n\n\n\n<p class=\"has-text-align-left\"><strong>Robert Shore<\/strong><br>HR Markets Insights Editor, Brightmine<\/p>\n<\/div>\n\n\n\n<h3 class=\"wp-block-heading\">Guest speakers<\/h3>\n\n\n\n<div class=\"wp-block-group is-nowrap is-layout-flex wp-container-core-group-is-layout-6c531013 wp-block-group-is-layout-flex\">\n<figure class=\"wp-block-image aligncenter size-full is-resized is-style-rounded\"><img loading=\"lazy\" decoding=\"async\" width=\"150\" height=\"150\" src=\"https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/2\/2024\/10\/13162251\/male-speaker-avatar.webp\" alt=\"\" class=\"wp-image-15123\" style=\"object-fit:cover;width:100px;height:100px\"\/><\/figure>\n\n\n\n<p class=\"has-text-align-left\"><strong>Jeremy Hollander<\/strong><br>Fractional AI &amp; Product Leader<\/p>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-column lnrs-hide-block-on-mobile is-layout-flow wp-block-column-is-layout-flow\" style=\"border-left-color:var(--wp--preset--color--secondary-gray);border-left-width:2px;padding-left:10px;flex-basis:30%\">\n<div class=\"wp-block-group has-global-padding is-layout-constrained wp-block-group-is-layout-constrained wp-container-3 is-position-sticky\">\n<div class=\"wp-block-group has-secondary-gray-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-db4c44a6 wp-block-group-is-layout-constrained\" style=\"border-radius:14px;padding-top:10px;padding-right:10px;padding-bottom:10px;padding-left:10px\">\n<div class=\"wp-block-group is-vertical is-layout-flex wp-container-core-group-is-layout-4b827052 wp-block-group-is-layout-flex\">\n<p style=\"margin-bottom:5px;font-style:normal;font-weight:400\" class=\"\">In this resource:<\/p>\n\n\n\n<p class=\"has-primary-black-color has-text-color has-link-color wp-elements-459ffb2a7b3dc338c93226d3be8270c8\" style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\"><a href=\"#listen\">Listen now<\/a><\/p>\n\n\n\n<p class=\"has-primary-black-color has-text-color has-link-color wp-elements-53b045a32da828cda288ce2a72946a2d\" style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\"><a href=\"#transcript\">Transcript<\/a><\/p>\n\n\n\n<p class=\"has-primary-black-color has-text-color has-link-color wp-elements-71518ad09f03d83428d3713a9cbb6f21\" style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\"><a href=\"#speakers\">Speakers<\/a><\/p>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group has-bleach-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-a36fa716 wp-block-group-is-layout-constrained\" style=\"border-radius:14px;padding-top:10px;padding-right:15px;padding-bottom:15px;padding-left:15px\">\n<h3 class=\"wp-block-heading\">Navigate HR complexity with confidence<\/h3>\n\n\n\n<p class=\"\">With Brightmine, you can build powerful people strategies, implement best practices and set your organisation up for a brighter future.<\/p>\n\n\n\n<p class=\"\">Learn how our tools, resources and automation can empower you and your team.<\/p>\n\n\n\n<div class=\"wp-block-buttons is-layout-flex wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button\"><a class=\"wp-block-button__link wp-element-button\" href=\"\/uk\/solutions\/?intcmp=cta|blog|solutions|learn-more\" style=\"border-radius:25px\">Learn more<\/a><\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group lnrs-hide-block-on-mobile has-global-padding is-layout-constrained wp-container-core-group-is-layout-ad1af2a0 wp-block-group-is-layout-constrained\" style=\"margin-top:0;margin-bottom:0;padding-top:0;padding-bottom:0\">\n<hr class=\"wp-block-separator has-text-color has-secondary-gray-color has-alpha-channel-opacity has-secondary-gray-background-color has-background\" style=\"margin-top:10px;margin-bottom:10px\"\/>\n\n\n\n<p class=\"\">Read more articles:<\/p>\n\n\n\n<div class=\"wp-block-query is-layout-flow wp-block-query-is-layout-flow\"><ul class=\"wp-block-post-template is-layout-flow wp-container-core-post-template-is-layout-ea1fff98 wp-block-post-template-is-layout-flow\"><li class=\"wp-block-post post-16522 resources type-resources status-publish has-post-thumbnail hentry category-podcasts topic-ai-in-hr\">\n<h2 style=\"font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3;text-decoration:underline; margin-top:10px;margin-bottom:10px;margin-left:0;margin-right:0;\" class=\"wp-block-post-title\"><a href=\"https:\/\/www.brightmine.com\/uk\/resources\/hr-strategy\/hr-technology\/ai-in-hr\/the-ai-challenge-performance-expectations-and-measurements\/\" target=\"_self\" >The AI challenge &#8211; adjust your performance expectations and measurements now!<\/a><\/h2>\n<\/li><li class=\"wp-block-post post-13097 resources type-resources status-publish has-post-thumbnail hentry category-guides-how-to topic-ai-in-hr topic-hr-future topic-hr-technology\">\n<h2 style=\"font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3;text-decoration:underline; margin-top:10px;margin-bottom:10px;margin-left:0;margin-right:0;\" class=\"wp-block-post-title\"><a href=\"https:\/\/www.brightmine.com\/uk\/resources\/hr-strategy\/hr-technology\/ai-assist-a-virtual-assistant-hr-can-really-trust\/\" target=\"_self\" >AI Assist \u2013 a virtual assistant HR can really trust<\/a><\/h2>\n<\/li><li class=\"wp-block-post post-13234 resources type-resources status-publish has-post-thumbnail hentry category-c-and-i topic-ai-in-hr topic-hr-kpis\">\n<h2 style=\"font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3;text-decoration:underline; margin-top:10px;margin-bottom:10px;margin-left:0;margin-right:0;\" class=\"wp-block-post-title\"><a href=\"https:\/\/www.brightmine.com\/uk\/resources\/hr-strategy\/hr-technology\/ai-in-hr\/ai-fundamentals-how-uk-smes-can-use-ai-to-save-costs-and-boost-efficiency\/\" target=\"_self\" >AI fundamentals: How UK SMEs can use AI to save costs and boost efficiency<\/a><\/h2>\n<\/li><\/ul><\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\" style=\"margin-top:var(--wp--preset--spacing--40);margin-bottom:var(--wp--preset--spacing--40)\">\n<p class=\"\"><a href=\"#top\">Go back to the top<\/a><\/p>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group has-primary-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-4b7a3f7f wp-block-group-is-layout-constrained\" style=\"border-radius:25px;margin-top:var(--wp--preset--spacing--30);margin-bottom:var(--wp--preset--spacing--30);padding-top:var(--wp--preset--spacing--30);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--30);padding-left:var(--wp--preset--spacing--30)\">\n<h2 class=\"wp-block-heading\">You may also be interested in&#8230;<\/h2>\n\n\n<section id=\"resources-search-filter\" class=\"wp-elements-8a63a7e60b1b6b8f502231cbd93444ac wp-block-brightmine-resources-filter has-text-color has-primary-gray-color has-background has-primary-white-background-color\">\n\n\n<div class=\"ajax-filter\">\n<div class=\"lnrs-resources-search-filter  editor-posts-filtered-topics \">\n\t\t<div class=\"search_terms_bottom\">\n\t\t\t<div class=\"bottom_left\">\n\t\t\t<div class=\"search_terms_result_count\">\n\t\t\t\t\n\t\t\t<\/div>\n\t\t\t<\/div>\n\t\t\t<div class=\"bottom_right\">\n\t\t\t\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n<\/div>\n\n\t<div class=\"loader-container\">\n\t\t<span class=\"loader\" style=\"display: none;\"><\/span>\n\t<\/div>\n\n\n\t<div class=\"lnrs-resource-filter-widget__container\">\n\n\t\t\n\t\t\t\t<div class=\"lnrs-resource-hub-widget__resource\" style=\"background-color: #f3f2f0\">\n\t\t\t\t\t<a href=\"https:\/\/www.brightmine.com\/uk\/resources\/hr-compliance\/pay-and-benefits-compliance\/minimum-wage\/four-rate-rises-for-2026-you-should-watch-out-for\/\"><div class=\"lnrs-resource-hub-widget__resource_image\" style=\"background-image: url(https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/2\/2026\/02\/20085647\/team-discussion-in-modern-office-lounge-area.webp);\"><\/div><\/a>\n\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__inner_content\">\n\t\t\t\t\t\t<div class=\"content-top\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__categories\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<span class=\"lnrs-resource-hub-widget__category\">Whitepapers<\/span>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t\t<h3 class=\"title\" style=\"color: #00728B\"><a href=\"https:\/\/www.brightmine.com\/uk\/resources\/hr-compliance\/pay-and-benefits-compliance\/minimum-wage\/four-rate-rises-for-2026-you-should-watch-out-for\/\">Four rate rises for 2026 you should watch out for<\/a><\/h3>\n\t\t\t\t\t\t<p style=\"color: #202526\">Are you ready for 2026 minimum wage changes? 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style=\"color: #00728B\"><a href=\"https:\/\/www.brightmine.com\/uk\/resources\/talent-management\/employee-engagement\/wellbeing-that-works-what-the-research-tells-us\/\">Wellbeing that works &#8211; what the research tells us<\/a><\/h3>\n\t\t\t\t\t\t<p style=\"color: #202526\">Brightmine analysts Hannah Mason and Vernujaa Nagandiram join host Robert to share fresh research on what truly supports &#8230;<\/p>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\n\t\t\t\t\n\t\t\t\t<div class=\"lnrs-resource-hub-widget__resource\" style=\"background-color: #f3f2f0\">\n\t\t\t\t\t<a href=\"https:\/\/www.brightmine.com\/uk\/resources\/talent-management\/employee-engagement\/what-drives-challenges-and-divides-the-hr-profession\/\"><div class=\"lnrs-resource-hub-widget__resource_image\" style=\"background-image: url(https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/2\/2025\/05\/22192347\/young-female-employee-listening-to-her-manager-explaining-task.webp);\"><\/div><\/a>\n\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__inner_content\">\n\t\t\t\t\t\t<div class=\"content-top\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__categories\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<span class=\"lnrs-resource-hub-widget__category\">Commentary and Insights<\/span>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t\t<h3 class=\"title\" style=\"color: #00728B\"><a href=\"https:\/\/www.brightmine.com\/uk\/resources\/talent-management\/employee-engagement\/what-drives-challenges-and-divides-the-hr-profession\/\">What drives, challenges and divides the HR profession?<\/a><\/h3>\n\t\t\t\t\t\t<p style=\"color: #202526\">What does it feel like to work in HR today?\u00a0We share insights from HR professionals across all levels, 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data-name=\"Country\"><select class=\"wpcf7-form-control wpcf7-select wpcf7-validates-as-required\" aria-required=\"true\" aria-invalid=\"false\" name=\"Country\"><option value=\"\">Your country \/ region<\/option><option value=\"United Kingdom\">United Kingdom<\/option><option value=\"United States\">United States<\/option><option value=\"Afghanistan\">Afghanistan<\/option><option value=\"Aland Islands\">Aland Islands<\/option><option value=\"Albania\">Albania<\/option><option value=\"Algeria\">Algeria<\/option><option value=\"American Samoa\">American Samoa<\/option><option value=\"Andorra\">Andorra<\/option><option value=\"Angola\">Angola<\/option><option value=\"Anguilla\">Anguilla<\/option><option value=\"Antarctica\">Antarctica<\/option><option value=\"Antigua and Barbuda\">Antigua and Barbuda<\/option><option value=\"Argentina\">Argentina<\/option><option value=\"Armenia\">Armenia<\/option><option value=\"Aruba\">Aruba<\/option><option 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Republic of the\">Congo, the Democratic Republic of the<\/option><option value=\"Cook Islands\">Cook Islands<\/option><option value=\"Costa Rica\">Costa Rica<\/option><option value=\"Cote d&#039;Ivoire\">Cote d&#039;Ivoire<\/option><option value=\"Croatia\">Croatia<\/option><option value=\"Cuba\">Cuba<\/option><option value=\"Cura\u00e7ao\">Cura\u00e7ao<\/option><option value=\"Cyprus\">Cyprus<\/option><option value=\"Czech\n    Republic\">Czech\n    Republic<\/option><option value=\"Denmark\">Denmark<\/option><option value=\"Djibouti\">Djibouti<\/option><option value=\"Dominica\">Dominica<\/option><option value=\"Dominican Republic\">Dominican Republic<\/option><option value=\"Ecuador\">Ecuador<\/option><option value=\"Egypt\">Egypt<\/option><option value=\"El Salvador\">El Salvador<\/option><option value=\"Equatorial Guinea\">Equatorial Guinea<\/option><option value=\"Eritrea\">Eritrea<\/option><option value=\"Estonia\">Estonia<\/option><option 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value=\"Guam\">Guam<\/option><option value=\"Guatemala\">Guatemala<\/option><option value=\"Guernsey\">Guernsey<\/option><option value=\"Guinea\">Guinea<\/option><option value=\"Guinea-Bissau\">Guinea-Bissau<\/option><option value=\"Guyana\">Guyana<\/option><option value=\"Haiti\">Haiti<\/option><option value=\"Heard Island and McDonald Islands\">Heard Island and McDonald Islands<\/option><option value=\"Holy\n    See (Vatican City State)\">Holy\n    See (Vatican City State)<\/option><option value=\"Honduras\">Honduras<\/option><option value=\"Hong Kong\">Hong Kong<\/option><option value=\"Hungary\">Hungary<\/option><option value=\"Iceland\">Iceland<\/option><option value=\"India\">India<\/option><option value=\"Indonesia\">Indonesia<\/option><option value=\"Iran, Islamic Republic of\">Iran, Islamic Republic of<\/option><option value=\"Iraq\">Iraq<\/option><option value=\"Ireland\">Ireland<\/option><option value=\"Isle of Man\">Isle of Man<\/option><option value=\"Israel\">Israel<\/option><option value=\"Italy\">Italy<\/option><option value=\"Jamaica\">Jamaica<\/option><option value=\"Japan\">Japan<\/option><option value=\"Jersey\">Jersey<\/option><option value=\"Jordan\">Jordan<\/option><option value=\"Kazakhstan\">Kazakhstan<\/option><option value=\"Kenya\">Kenya<\/option><option value=\"Kiribati\">Kiribati<\/option><option value=\"Korea, Democratic People&#039;s Republic of\">Korea, Democratic People&#039;s Republic of<\/option><option value=\"Korea, Republic of\">Korea, Republic of<\/option><option value=\"Kosovo\">Kosovo<\/option><option value=\"Kuwait\">Kuwait<\/option><option value=\"Kyrgyzstan\">Kyrgyzstan<\/option><option value=\"Lao People&#039;s Democratic Republic\">Lao People&#039;s Democratic Republic<\/option><option value=\"Latvia\">Latvia<\/option><option value=\"Lebanon\">Lebanon<\/option><option value=\"Lesotho\">Lesotho<\/option><option value=\"Liberia\">Liberia<\/option><option value=\"Libyan Arab Jamahiriya\">Libyan Arab Jamahiriya<\/option><option value=\"Liechtenstein\">Liechtenstein<\/option><option value=\"Lithuania\">Lithuania<\/option><option value=\"Luxembourg\">Luxembourg<\/option><option value=\"Macao\">Macao<\/option><option value=\"Macedonia, the former Yugoslav Republic\n    of\">Macedonia, the former Yugoslav Republic\n    of<\/option><option value=\"Madagascar\">Madagascar<\/option><option value=\"Malawi\">Malawi<\/option><option value=\"Malaysia\">Malaysia<\/option><option value=\"Maldives\">Maldives<\/option><option value=\"Mali\">Mali<\/option><option value=\"Malta\">Malta<\/option><option value=\"Marshall\n    Islands\">Marshall\n    Islands<\/option><option value=\"Martinique\">Martinique<\/option><option value=\"Mauritania\">Mauritania<\/option><option value=\"Mauritius\">Mauritius<\/option><option value=\"Mayotte\">Mayotte<\/option><option value=\"Mexico\">Mexico<\/option><option value=\"Micronesia\">Micronesia<\/option><option value=\"Moldova, Republic of\">Moldova, Republic of<\/option><option value=\"Monaco\">Monaco<\/option><option value=\"Mongolia\">Mongolia<\/option><option value=\"Montenegro\">Montenegro<\/option><option value=\"Montserrat\">Montserrat<\/option><option value=\"Morocco\">Morocco<\/option><option value=\"Mozambique\">Mozambique<\/option><option value=\"Myanmar\">Myanmar<\/option><option value=\"Namibia\">Namibia<\/option><option value=\"Nauru\">Nauru<\/option><option value=\"Nepal\">Nepal<\/option><option value=\"Netherlands\">Netherlands<\/option><option value=\"New Caledonia\">New Caledonia<\/option><option value=\"New Zealand\">New Zealand<\/option><option value=\"Nicaragua\">Nicaragua<\/option><option value=\"Niger\">Niger<\/option><option value=\"Nigeria\">Nigeria<\/option><option value=\"Niue\">Niue<\/option><option value=\"Norfolk Island\">Norfolk Island<\/option><option value=\"Northern Mariana Islands\">Northern Mariana Islands<\/option><option value=\"Norway\">Norway<\/option><option value=\"Oman\">Oman<\/option><option value=\"Pakistan\">Pakistan<\/option><option value=\"Palau\">Palau<\/option><option value=\"Palestinian Territory, Occupied\">Palestinian Territory, Occupied<\/option><option value=\"Panama\">Panama<\/option><option value=\"Papua New\n    Guinea\">Papua New\n    Guinea<\/option><option value=\"Paraguay\">Paraguay<\/option><option value=\"Peru\">Peru<\/option><option value=\"Philippines\">Philippines<\/option><option value=\"Pitcairn\">Pitcairn<\/option><option value=\"Poland\">Poland<\/option><option value=\"Portugal\">Portugal<\/option><option value=\"Puerto Rico\">Puerto Rico<\/option><option value=\"Qatar\">Qatar<\/option><option value=\"Reunion\">Reunion<\/option><option value=\"Romania\">Romania<\/option><option value=\"Russian Federation\">Russian Federation<\/option><option value=\"Rwanda\">Rwanda<\/option><option value=\"Saint Barth\u00e9lemy\">Saint Barth\u00e9lemy<\/option><option value=\"Saint Helena, Ascension and Tristan da Cunha\">Saint Helena, Ascension and Tristan da Cunha<\/option><option value=\"Saint\n    Kitts and Nevis\">Saint\n    Kitts and Nevis<\/option><option value=\"Saint Lucia\">Saint Lucia<\/option><option value=\"Saint Martin (French part)\">Saint Martin (French part)<\/option><option value=\"Saint Pierre\n    and Miquelon\">Saint Pierre\n    and Miquelon<\/option><option value=\"Saint Vincent and the Grenadines\">Saint Vincent and the Grenadines<\/option><option value=\"Samoa\">Samoa<\/option><option value=\"San Marino\">San Marino<\/option><option value=\"Sao\n    Tome and Principe\">Sao\n    Tome and Principe<\/option><option value=\"Saudi Arabia\">Saudi Arabia<\/option><option value=\"Senegal\">Senegal<\/option><option value=\"Serbia\">Serbia<\/option><option value=\"Seychelles\">Seychelles<\/option><option value=\"Sierra\n    Leone\">Sierra\n    Leone<\/option><option value=\"Singapore\">Singapore<\/option><option value=\"Sint Maarten (Dutch part)\">Sint Maarten (Dutch part)<\/option><option value=\"Slovakia\">Slovakia<\/option><option value=\"Slovenia\">Slovenia<\/option><option value=\"Solomon Islands\">Solomon Islands<\/option><option value=\"Somalia\">Somalia<\/option><option value=\"South Africa\">South Africa<\/option><option value=\"South Georgia and the South\n    Sandwich Islands\">South Georgia and the South\n    Sandwich Islands<\/option><option value=\"South Sudan\">South Sudan<\/option><option value=\"Spain\">Spain<\/option><option value=\"Sri Lanka\">Sri Lanka<\/option><option value=\"Sudan\">Sudan<\/option><option value=\"Suriname\">Suriname<\/option><option value=\"Svalbard and Jan Mayen\">Svalbard and Jan Mayen<\/option><option value=\"Sweden\">Sweden<\/option><option value=\"Switzerland\">Switzerland<\/option><option value=\"Syrian Arab Republic\">Syrian Arab Republic<\/option><option value=\"Taiwan\">Taiwan<\/option><option value=\"Tajikistan\">Tajikistan<\/option><option value=\"Tanzania, United Republic of\">Tanzania, United Republic of<\/option><option value=\"Thailand\">Thailand<\/option><option value=\"Timor-Leste\">Timor-Leste<\/option><option value=\"Togo\">Togo<\/option><option value=\"Tokelau\">Tokelau<\/option><option value=\"Tonga\">Tonga<\/option><option value=\"Trinidad and Tobago\">Trinidad and Tobago<\/option><option value=\"Tunisia\">Tunisia<\/option><option value=\"Turkey\">Turkey<\/option><option value=\"Turkmenistan\">Turkmenistan<\/option><option value=\"Turks and Caicos Islands\">Turks and Caicos Islands<\/option><option value=\"Tuvalu\">Tuvalu<\/option><option value=\"Uganda\">Uganda<\/option><option value=\"Ukraine\">Ukraine<\/option><option value=\"United Arab Emirates\">United Arab Emirates<\/option><option value=\"United\n    States Minor Outlying Islands\">United\n    States Minor Outlying Islands<\/option><option value=\"Uruguay\">Uruguay<\/option><option value=\"Uzbekistan\">Uzbekistan<\/option><option value=\"Vanuatu\">Vanuatu<\/option><option value=\"Venezuela,\n    Bolivarian Republic of\">Venezuela,\n    Bolivarian Republic of<\/option><option value=\"Viet Nam\">Viet Nam<\/option><option value=\"Virgin Islands, British\">Virgin Islands, British<\/option><option value=\"Wallis and\n    Futuna\">Wallis and\n    Futuna<\/option><option value=\"Western Sahara\">Western Sahara<\/option><option value=\"Yemen\">Yemen<\/option><option value=\"Zambia\">Zambia<\/option><option value=\"Zimbabwe\">Zimbabwe<\/option><\/select><\/span><\/div>\n    <\/div>\n<\/div>\n<div class=\"form-submit\">\n<button type=\"submit\" id=\"contact-us-submit-button\" class=\"wp-block-button__link wpcf7-form-control wpcf7-submit has-spinner\">Get our latest updates<\/button>\n<\/div>\n<\/div>\n<p>\n*<a href=\"https:\/\/www.brightmine.com\/uk\/\" target=\"_blank\">Brightmine<\/a> is a tradename of <a href=\"https:\/\/risk.lexisnexis.com\/group\/\" target=\"_blank\">LexisNexis Risk Solutions<\/a>. By registering your details, you understand that your personal data will be handled according to our <a href=\"https:\/\/risk.lexisnexis.com\/group\/privacy-policy\/\" target=\"_blank\">Privacy Policy<\/a>. \n<\/p><input type=\"hidden\" name=\"client_id\" class=\"client_id\" \/><input type=\"text\" class=\"elq-itemhp-tel5\" name=\"Telephone5\" value=\"\" style=\"width:100%;\" autocomplete=\"2S0OI3\">\n\t\t<input type=\"text\" class=\"elq-itemhp-tel6\" name=\"Telephone6\" value=\"\" style=\"width:100%;\" autocomplete=\"DduwX4\">\n\t\t<input type=\"text\" class=\"elq-itemhp-tel7\" name=\"Telephone7\" value=\"\" style=\"width:100%;\" autocomplete=\"8ihsaF\"><div class=\"wpcf7-response-output\" aria-hidden=\"true\"><\/div>\n<\/form>\n<\/div>\n<\/div>\n<\/div>\n","protected":false},"excerpt":{"rendered":"<p>From hype to outcomes: Learn how HR teams can set realistic AI performance expectations and measure success with confidence.<\/p>\n","protected":false},"author":11,"featured_media":10939,"comment_status":"closed","ping_status":"closed","template":"wp-custom-template-new-resources","categories":[19],"tags":[],"topic":[86],"class_list":["post-16522","resources","type-resources","status-publish","has-post-thumbnail","hentry","category-podcasts","topic-ai-in-hr"],"_lnrs_read_more":"","yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.0 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>The AI challenge - adjust your performance expectations and measurements now! | Brightmine<\/title>\n<meta name=\"description\" content=\"What does good AI performance look like in HR? Tune in to our lates podcast episode exploring the challenges of measuring AI performance and managing expectations in the workplace.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.brightmine.com\/uk\/resources\/hr-strategy\/hr-technology\/ai-in-hr\/the-ai-challenge-performance-expectations-and-measurements\/\" \/>\n<meta property=\"og:locale\" content=\"en_GB\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"The AI challenge - adjust your performance expectations and measurements now! | Brightmine\" \/>\n<meta property=\"og:description\" content=\"What does good AI performance look like in HR? 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