{"id":2922,"date":"2026-08-28T22:18:41","date_gmt":"2026-08-28T22:18:41","guid":{"rendered":"https:\/\/www.goprofiles.io\/blog\/?p=2922"},"modified":"2026-08-28T22:18:41","modified_gmt":"2026-08-28T22:18:41","slug":"hr-gamechangers-episode-23-recap-employee-trust-ai","status":"publish","type":"post","link":"https:\/\/www.goprofiles.io\/blog\/hr-gamechangers-episode-23-recap-employee-trust-ai\/","title":{"rendered":"HR GameChangers Episode 23 Recap: The Trust Gap: Culture Can&#8217;t Be Automated"},"content":{"rendered":"\n<p>Two companies roll out identical AI tools this quarter. Six months later, one has employees who trust leadership more than ever. The other has slipping morale and rising turnover. The difference was never the technology \u2014 it was the trust each company had already earned before the rollout began. AI doesn&#8217;t create a trust gap. It exposes the one already there.<\/p>\n\n\n\n<p>In Episode 23 of the GoProfiles <a href=\"https:\/\/www.goprofiles.io\/resources\/hr-gamechangers\" target=\"_blank\" rel=\"noreferrer noopener\">HR GameChangers series<\/a>, moderator Janelle Henry was joined by leading voices in the future of work to examine what AI is actually doing to employee trust \u2014 why the rollout narrative carries more weight than the tooling, what employees are really worried about underneath the surface, and how to design a workweek that gives people room to learn.<\/p>\n\n\n\n<div style=\"height:50px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<figure class=\"wp-block-embed is-type-video is-provider-youtube wp-block-embed-youtube wp-embed-aspect-16-9 wp-has-aspect-ratio\"><div class=\"wp-block-embed__wrapper\">\n<div class=\"jetpack-video-wrapper\"><iframe loading=\"lazy\" title=\"HR GameChangers by GoProfiles | The Trust Gap: Culture Can&#039;t Be Automated\" width=\"640\" height=\"360\" src=\"https:\/\/www.youtube.com\/embed\/2lmyeIbFlJI?feature=oembed\" frameborder=\"0\" allow=\"accelerometer; autoplay; clipboard-write; encrypted-media; gyroscope; picture-in-picture; web-share\" referrerpolicy=\"strict-origin-when-cross-origin\" allowfullscreen><\/iframe><\/div>\n<\/div><\/figure>\n\n\n\n<div style=\"height:50px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Speakers<\/strong><\/h2>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong><a href=\"https:\/\/www.linkedin.com\/in\/janelleghenry\/\" target=\"_blank\" rel=\"noreferrer noopener\">Janelle Henry<\/a>: <\/strong>Talent and Brand, Stripe (moderator)<\/li>\n\n\n\n<li><strong><a href=\"https:\/\/www.linkedin.com\/in\/emmalouiseking\/\" target=\"_blank\" rel=\"noreferrer noopener\">Emma King<\/a>: <\/strong>Chief People and Culture Officer, Envoy<\/li>\n\n\n\n<li><strong><a href=\"https:\/\/www.linkedin.com\/in\/sarikal\/\" target=\"_blank\" rel=\"noreferrer noopener\">Sarika Lamont<\/a>: <\/strong>Chief People and AI Enablement Officer, TechnoMile<\/li>\n\n\n\n<li><strong><a href=\"https:\/\/www.linkedin.com\/in\/kyleforrest\/\" type=\"link\" id=\"https:\/\/www.linkedin.com\/in\/kyleforrest\/\" target=\"_blank\" rel=\"noreferrer noopener\">Kyle Forrest<\/a>: <\/strong>Future of HR Leader, Deloitte<\/li>\n\n\n\n<li><strong><a href=\"https:\/\/www.linkedin.com\/in\/bradkreit\/\" target=\"_blank\" rel=\"noreferrer noopener\">Brad Kreit<\/a>:<\/strong> Research Leader, Deloitte Center for Integrated Research<\/li>\n<\/ul>\n\n\n\n<div style=\"height:50px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h2 class=\"wp-block-heading\">Key Takeaways:<\/h2>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>AI didn&#8217;t create your trust problem <\/strong>\u2014<strong> <\/strong>it magnified the one you already had. Organizations with clear expectations and established credibility see AI strengthen culture. Organizations without them watch it accelerate the erosion.<\/li>\n\n\n\n<li><strong>Silence is a position <\/strong>\u2014 and employees will interpret it. The companies seeing sentiment rise took an explicit stance. The ones seeing it fall said nothing and let the headlines fill the gap.<\/li>\n\n\n\n<li><strong>Trust is local, not transferable <\/strong>\u2014 the same rollout approach that works after years of built-up credibility will not work when you&#8217;re new to the organization. Where you start depends entirely on what you&#8217;ve already earned<\/li>\n\n\n\n<li><strong>Culture debt accrues like technical debt<\/strong> \u2014 skip the behavioral work during rollout and the interest compounds. Recognition, reward, and manager habits all have to move with the tooling.<\/li>\n\n\n\n<li><strong>Give people the pen <\/strong>\u2014 employees who help design the change stop resisting it. Telling someone their role will change without involving them in how is the fastest route to resistance.<\/li>\n\n\n\n<li><strong>Time is the real blocker <\/strong>\u2014 for many employees, the barrier isn&#8217;t willingness, it&#8217;s a full calendar. Unscheduled learning doesn&#8217;t happen.<\/li>\n\n\n\n<li><strong>Measure outcomes, not tokens <\/strong>\u2014 license activation is a starting metric, not a success metric. Track what each team actually delivers with AI \u2014 tickets resolved without a human, pipeline generated per rep.<\/li>\n<\/ul>\n\n\n\n<div style=\"height:50px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h2 class=\"wp-block-heading\">Silence Is the Riskiest Position on AI<\/h2>\n\n\n\n<p>Across companies rolling out AI right now, a clear spectrum has emerged. At one end are the organizations investing openly and promising no role impact. At the other are the ones being blunt: we don&#8217;t know what happens to this work, we can&#8217;t guarantee your job, and if you won&#8217;t learn this, we&#8217;re not the right fit. Both ends build trust because both are transparent. It&#8217;s the silence in between that leaves employees guessing.<\/p>\n\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\"><div class=\"wp-block-image is-style-rounded\">\n<figure class=\"aligncenter size-full is-resized\"><img loading=\"lazy\" decoding=\"async\" width=\"445\" height=\"445\" src=\"https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2026\/08\/28215827\/kyle-forrest-deloitte-hr-gamechangers.png\" alt=\"Kyle Forrest, Future of HR Leader at Deloitte\" class=\"wp-image-2928\" style=\"width:200px;height:200px\" srcset=\"https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2026\/08\/28215827\/kyle-forrest-deloitte-hr-gamechangers.png 445w, https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2026\/08\/28215827\/kyle-forrest-deloitte-hr-gamechangers-300x300.png 300w, https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2026\/08\/28215827\/kyle-forrest-deloitte-hr-gamechangers-150x150.png 150w, https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2026\/08\/28215827\/kyle-forrest-deloitte-hr-gamechangers-40x40.png 40w\" sizes=\"auto, (max-width: 445px) 100vw, 445px\" \/><\/figure><\/div>\n\n\n<div style=\"height:10px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<blockquote class=\"wp-block-quote has-text-align-center is-style-large is-layout-flow wp-block-quote-is-layout-flow\">\n<p>\u201cIt starts with a very clear narrative: why are we doing this, what do we expect the business outcome to be, and what does that mean for your role?\u201d<\/p>\n<cite>\u2014Kyle Forrest, Future of HR Leader, Deloitte<\/cite><\/blockquote>\n<\/blockquote>\n\n\n\n<div style=\"height:25px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<p>The narrative gap is what employees fill with speculation. Kyle Forrest, Future of HR Leader at Deloitte, traced how the AI conversation has moved from feature-and-function debates a few years ago to something closer to a reputation problem \u2014 driven by sweeping public claims about white-collar work disappearing. He pushed back on the premise: the compute doesn&#8217;t exist, the data centers aren&#8217;t built for it, and nobody actually wants an outcome where people lose the income that funds their communities. But the claims are still out there, and employees are hearing them even when they aren&#8217;t coming from inside your organization.<\/p>\n\n\n\n<p>Emma King, Chief People and Culture Officer at Envoy, argued that none of this is new.<\/p>\n\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\"><div class=\"wp-block-image is-style-rounded\">\n<figure class=\"aligncenter size-full is-resized\"><img loading=\"lazy\" decoding=\"async\" width=\"459\" height=\"485\" src=\"https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2026\/08\/28215935\/emma-king-hr-gamechangers.png\" alt=\"Emma King, Chief People and Culture Officer at Envoy\" class=\"wp-image-2931\" style=\"width:200px;height:200px\" srcset=\"https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2026\/08\/28215935\/emma-king-hr-gamechangers.png 459w, https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2026\/08\/28215935\/emma-king-hr-gamechangers-284x300.png 284w, https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2026\/08\/28215935\/emma-king-hr-gamechangers-38x40.png 38w\" sizes=\"auto, (max-width: 459px) 100vw, 459px\" \/><\/figure><\/div>\n\n\n<div style=\"height:10px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<blockquote class=\"wp-block-quote has-text-align-center is-style-large is-layout-flow wp-block-quote-is-layout-flow\">\n<p>\u201cI don&#8217;t think AI has created new trust issues. I think it&#8217;s acting as a massive magnifying glass on the trust issues that were already there.\u201d<\/p>\n<cite>\u2014Emma King, Chief People and Culture Officer, Envoy<br><\/cite><\/blockquote>\n<\/blockquote>\n\n\n\n<div style=\"height:25px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<p>That distinction reframes the whole exercise. Employees aren&#8217;t evaluating a technology in the abstract. They&#8217;re evaluating the judgment of the people deploying it. Which means the goal was never to get employees to trust AI. It&#8217;s to give them reasons to trust how you&#8217;re choosing to use it.<\/p>\n\n\n\n<div style=\"height:50px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h2 class=\"wp-block-heading\">Where You Start Depends on What You&#8217;ve Earned<\/h2>\n\n\n\n<p>Sarika Lamont, Chief People and AI Enablement Officer at TechnoMile, has now led multiple AI enablement initiatives, and the contrast between them is instructive. In one, she had years of credibility banked before AI arrived. She knew the personas, knew who her change agents would be, knew who would push back and demand specifics. That let her lead with radical openness \u2014 laying out what she knew, what she didn&#8217;t, and what came next.<\/p>\n\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\"><div class=\"wp-block-image is-style-rounded\">\n<figure class=\"aligncenter size-full is-resized\"><img loading=\"lazy\" decoding=\"async\" width=\"144\" height=\"144\" src=\"https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2026\/02\/27192617\/sarika-lamont-vidyard-.png\" alt=\"Headshot of Sarika Lamont, Chief People Officer at Vidyard, discussing AI performance integration and cross-functional enablement.\" class=\"wp-image-2538\" style=\"width:200px;height:200px\" srcset=\"https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2026\/02\/27192617\/sarika-lamont-vidyard-.png 144w, https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2026\/02\/27192617\/sarika-lamont-vidyard--40x40.png 40w\" sizes=\"auto, (max-width: 144px) 100vw, 144px\" \/><\/figure><\/div>\n\n\n<div style=\"height:10px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<blockquote class=\"wp-block-quote has-text-align-center is-style-large is-layout-flow wp-block-quote-is-layout-flow\">\n<p>\u201cI think we as executives assume we have to have all the answers. What I&#8217;ve learned is that we actually don&#8217;t.\u201d<\/p>\n<cite>\u2014Sarika Lamont, Chief People and AI Enablement Officer<em>, <\/em>TechnoMile<\/cite><\/blockquote>\n<\/blockquote>\n\n\n\n<div style=\"height:25px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<p>Without that trust already in place, none of that applies. If the foundation isn&#8217;t there yet, moving slowly is a choice, not a failure. Small-group conversations first. The company-wide version comes later.<\/p>\n\n\n\n<p>Her takeaway was that there is no universal approach. What works depends on the trust you&#8217;ve built, the people you&#8217;re working with, and what the business is going through \u2014 and those change from one organization to the next.<\/p>\n\n\n\n<p>Janelle Henry, Talent and Brand at Stripe, shared a story of a recent vendor pitch offering to show her what everyone else was doing to solve AI and hiring. Her response was that no such playbook exists \u2014 nobody has solved it yet.<\/p>\n\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\"><div class=\"wp-block-image is-style-rounded\">\n<figure class=\"aligncenter size-full is-resized\"><img loading=\"lazy\" decoding=\"async\" width=\"849\" height=\"850\" src=\"https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2025\/06\/06152519\/janelle-henry.png\" alt=\"\" class=\"wp-image-2037\" style=\"width:200px;height:200px\" srcset=\"https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2025\/06\/06152519\/janelle-henry.png 849w, https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2025\/06\/06152519\/janelle-henry-300x300.png 300w, https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2025\/06\/06152519\/janelle-henry-150x150.png 150w, https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2025\/06\/06152519\/janelle-henry-768x769.png 768w, https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2025\/06\/06152519\/janelle-henry-40x40.png 40w\" sizes=\"auto, (max-width: 849px) 100vw, 849px\" \/><\/figure><\/div>\n\n\n<div style=\"height:10px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<blockquote class=\"wp-block-quote has-text-align-center is-style-large is-layout-flow wp-block-quote-is-layout-flow\">\n<p>\u201cIf we&#8217;re looking around trying to find what everyone else is doing, it&#8217;s outdated information in ten seconds.\u201d<\/p>\n<cite>\u2014Janelle Henry, <em>Talent and Brand, Stripe<\/em><\/cite><\/blockquote>\n<\/blockquote>\n\n\n\n<div style=\"height:50px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h2 class=\"wp-block-heading\">What Employees Are Actually Worried About<\/h2>\n\n\n\n<p>A live poll during the session asked attendees to name the biggest threat to employee trust as AI reshapes the workplace. The results defied the headlines:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Rapid changes to roles and responsibilities<\/strong> \u2014 50%<\/li>\n\n\n\n<li><strong>Lack of transparency from leadership<\/strong> \u2014 25%<\/li>\n\n\n\n<li><strong>Layoffs and restructuring<\/strong> \u2014 17%<\/li>\n\n\n\n<li><strong>Fear of job displacement<\/strong> \u2014 8%<\/li>\n<\/ul>\n\n\n\n<p>Displacement finished last. What people are reacting to is churn and opacity \u2014 the sense that the job is being redrawn faster than anyone explains why.<\/p>\n\n\n\n<p>That maps closely to what the panel described hearing internally. Emma named some of the questions she hears from employees: Is this going to replace me? Will I lose the parts of my role I enjoy? Am I just going to be checking a machine&#8217;s output?<\/p>\n\n\n\n<p>Sarika pointed to a core change-management principle to explain why: employees need to know what&#8217;s in it for them. But she found the worry ran well past job security. Her younger employees raised concerns about environmental impact, water consumption, and data center construction. They asked what AI would do to future entry-level jobs, and, eventually, to their kids&#8217; jobs.<\/p>\n\n\n\n<p>Brad Kreit, Research Leader for the Future of Work at Deloitte, described what sits beneath those questions. In a study his team is completing now, workers report feeling reasonably confident about their day-to-day work. But the markers of uncertainty show up just below that confidence \u2014 not doubt about whether they can do the job today, but about whether today&#8217;s job is the one that will still matter.<\/p>\n\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\"><div class=\"wp-block-image is-style-rounded\">\n<figure class=\"aligncenter size-full is-resized\"><img loading=\"lazy\" decoding=\"async\" width=\"445\" height=\"445\" src=\"https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2026\/08\/28215906\/brad-kreit-deloitte-hr-gamechangers.png\" alt=\"Brad Kreit, Research Leader, Future of Work at Deloitte\" class=\"wp-image-2930\" style=\"width:200px;height:200px\" srcset=\"https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2026\/08\/28215906\/brad-kreit-deloitte-hr-gamechangers.png 445w, https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2026\/08\/28215906\/brad-kreit-deloitte-hr-gamechangers-300x300.png 300w, https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2026\/08\/28215906\/brad-kreit-deloitte-hr-gamechangers-150x150.png 150w, https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2026\/08\/28215906\/brad-kreit-deloitte-hr-gamechangers-40x40.png 40w\" sizes=\"auto, (max-width: 445px) 100vw, 445px\" \/><\/figure><\/div>\n\n\n<div style=\"height:10px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<blockquote class=\"wp-block-quote has-text-align-center is-style-large is-layout-flow wp-block-quote-is-layout-flow\">\n<p>\u201cWe have to plan for a lot of uncertainty, and by the time we know what the answer will be, it&#8217;s too late.\u201d<\/p>\n<cite>\u2014Brad Kreit, Research Leader, Future of Work, Deloitte<br><\/cite><\/blockquote>\n<\/blockquote>\n\n\n\n<div style=\"height:25px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<p>His answer is scenario planning. Rather than betting on one forecast, map several plausible futures and make choices that hold up across all of them.<\/p>\n\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\"><div class=\"wp-block-image is-style-rounded\">\n<figure class=\"aligncenter size-full is-resized\"><img loading=\"lazy\" decoding=\"async\" width=\"445\" height=\"445\" src=\"https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2026\/08\/28215906\/brad-kreit-deloitte-hr-gamechangers.png\" alt=\"Brad Kreit, Research Leader, Future of Work at Deloitte\" class=\"wp-image-2930\" style=\"width:200px;height:200px\" srcset=\"https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2026\/08\/28215906\/brad-kreit-deloitte-hr-gamechangers.png 445w, https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2026\/08\/28215906\/brad-kreit-deloitte-hr-gamechangers-300x300.png 300w, https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2026\/08\/28215906\/brad-kreit-deloitte-hr-gamechangers-150x150.png 150w, https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2026\/08\/28215906\/brad-kreit-deloitte-hr-gamechangers-40x40.png 40w\" sizes=\"auto, (max-width: 445px) 100vw, 445px\" \/><\/figure><\/div>\n\n\n<div style=\"height:10px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<blockquote class=\"wp-block-quote has-text-align-center is-style-large is-layout-flow wp-block-quote-is-layout-flow\">\n<p>\u201cI can learn the new skills, I can get the certification, I can check all the boxes, and I still won&#8217;t know if that&#8217;s right.\u201d<\/p>\n<cite>\u2014Brad Kreit, Research Leader, Future of Work, Deloitte<br><\/cite><\/blockquote>\n<\/blockquote>\n\n\n\n<div style=\"height:25px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<p>Kyle offered an example of what happens without that intention. AI was supposed to give people time back. Instead, many are working more, not less. <a href=\"https:\/\/www.deloitte.com\/us\/en\/insights\/topics\/talent\/human-capital-trends\/2026.html\" target=\"_blank\" rel=\"noreferrer noopener\">Deloitte&#8217;s 2026 Global Human Capital Trends report<\/a> ended this year on exactly that point: the decisions being made right now determine which version of the future actually arrives.<\/p>\n\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\"><div class=\"wp-block-image is-style-rounded\">\n<figure class=\"aligncenter size-full is-resized\"><img loading=\"lazy\" decoding=\"async\" width=\"445\" height=\"445\" src=\"https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2026\/08\/28215827\/kyle-forrest-deloitte-hr-gamechangers.png\" alt=\"Kyle Forrest, Future of HR Leader at Deloitte\" class=\"wp-image-2928\" style=\"width:200px;height:200px\" srcset=\"https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2026\/08\/28215827\/kyle-forrest-deloitte-hr-gamechangers.png 445w, https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2026\/08\/28215827\/kyle-forrest-deloitte-hr-gamechangers-300x300.png 300w, https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2026\/08\/28215827\/kyle-forrest-deloitte-hr-gamechangers-150x150.png 150w, https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2026\/08\/28215827\/kyle-forrest-deloitte-hr-gamechangers-40x40.png 40w\" sizes=\"auto, (max-width: 445px) 100vw, 445px\" \/><\/figure><\/div>\n\n\n<div style=\"height:10px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<blockquote class=\"wp-block-quote has-text-align-center is-style-large is-layout-flow wp-block-quote-is-layout-flow\">\n<p>\u201cIf we believe AI should give time back to people, we need to design the workday now so that nobody has to wake up at 4 a.m. to check that their agents kept doing what they were supposed to do.\u201d<\/p>\n<cite>\u2014Kyle Forrest, Future of HR Leader, Deloitte<\/cite><\/blockquote>\n<\/blockquote>\n\n\n\n<div style=\"height:50px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h2 class=\"wp-block-heading\">Culture Debt Is Real, and It Compounds<\/h2>\n\n\n\n<p>Asked where AI improves culture and where it creates distance, Kyle drew on the same report&#8217;s chapter on AI&#8217;s cultural debt: skip the culture work during a rollout and you accumulate culture debt exactly the way you accumulate technical debt.<\/p>\n\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\"><div class=\"wp-block-image is-style-rounded\">\n<figure class=\"aligncenter size-full is-resized\"><img loading=\"lazy\" decoding=\"async\" width=\"445\" height=\"445\" src=\"https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2026\/08\/28215827\/kyle-forrest-deloitte-hr-gamechangers.png\" alt=\"Kyle Forrest, Future of HR Leader at Deloitte\" class=\"wp-image-2928\" style=\"width:200px;height:200px\" srcset=\"https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2026\/08\/28215827\/kyle-forrest-deloitte-hr-gamechangers.png 445w, https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2026\/08\/28215827\/kyle-forrest-deloitte-hr-gamechangers-300x300.png 300w, https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2026\/08\/28215827\/kyle-forrest-deloitte-hr-gamechangers-150x150.png 150w, https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2026\/08\/28215827\/kyle-forrest-deloitte-hr-gamechangers-40x40.png 40w\" sizes=\"auto, (max-width: 445px) 100vw, 445px\" \/><\/figure><\/div>\n\n\n<div style=\"height:10px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<blockquote class=\"wp-block-quote has-text-align-center is-style-large is-layout-flow wp-block-quote-is-layout-flow\">\n<p>\u201cIf you aren&#8217;t clear about addressing culture-related things as you roll out AI, you can build up culture debt the same way you can build up technical debt in a company.\u201d<\/p>\n<cite>\u2014Kyle Forrest, Future of HR Leader, Deloitte<\/cite><\/blockquote>\n<\/blockquote>\n\n\n\n<div style=\"height:25px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<p>Paying it down is unglamorous work. Team members rotating through what they tried and where they got stuck. Recognition and rewards that shift alongside the tooling, not one hackathon a year. And a ready answer for what happens to the hours AI frees up, because that&#8217;s the question employees ask next.<\/p>\n\n\n\n<p>Emma cited Gallup&#8217;s Q1 2026 workforce study: among employees at organizations that have implemented AI, 24% said their culture improved over the past year and 25% said it worsened. To her, the split proves the point: AI isn&#8217;t the deciding factor. Where leadership is strong, expectations are clear, and trust already exists, AI strengthens the culture. Where those are missing, it accelerates the decline.<\/p>\n\n\n\n<p>Sarika has seen AI push culture in the right direction, and she was specific about why. The AI rollout ran out of the people function rather than engineering, which kept every decision anchored to employee impact. Senior leaders weren&#8217;t exempt from demonstrating their own use \u2014 including a top executive admitting publicly that something they&#8217;d presented was unusable.<\/p>\n\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\"><div class=\"wp-block-image is-style-rounded\">\n<figure class=\"aligncenter size-full is-resized\"><img loading=\"lazy\" decoding=\"async\" width=\"144\" height=\"144\" src=\"https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2026\/02\/27192617\/sarika-lamont-vidyard-.png\" alt=\"Headshot of Sarika Lamont, Chief People Officer at Vidyard, discussing AI performance integration and cross-functional enablement.\" class=\"wp-image-2538\" style=\"width:200px;height:200px\" srcset=\"https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2026\/02\/27192617\/sarika-lamont-vidyard-.png 144w, https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2026\/02\/27192617\/sarika-lamont-vidyard--40x40.png 40w\" sizes=\"auto, (max-width: 144px) 100vw, 144px\" \/><\/figure><\/div>\n\n\n<div style=\"height:10px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<blockquote class=\"wp-block-quote has-text-align-center is-style-large is-layout-flow wp-block-quote-is-layout-flow\">\n<p>\u201cWe as leaders have to practice what we preach. I can&#8217;t expect ICs to lean into something that&#8217;s making them really nervous if they don&#8217;t see us doing that same thing from the very top.\u201d<\/p>\n<cite>\u2014Sarika Lamont, Chief People and AI Enablement Officer<em>, <\/em>TechnoMile<\/cite><\/blockquote>\n<\/blockquote>\n\n\n\n<div style=\"height:25px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<p>Janelle offered a version of the same practice from her own team: an image-generation contest where the worst results were the point.<\/p>\n\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\"><div class=\"wp-block-image is-style-rounded\">\n<figure class=\"aligncenter size-full is-resized\"><img loading=\"lazy\" decoding=\"async\" width=\"849\" height=\"850\" src=\"https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2025\/06\/06152519\/janelle-henry.png\" alt=\"\" class=\"wp-image-2037\" style=\"width:200px;height:200px\" srcset=\"https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2025\/06\/06152519\/janelle-henry.png 849w, https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2025\/06\/06152519\/janelle-henry-300x300.png 300w, https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2025\/06\/06152519\/janelle-henry-150x150.png 150w, https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2025\/06\/06152519\/janelle-henry-768x769.png 768w, https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2025\/06\/06152519\/janelle-henry-40x40.png 40w\" sizes=\"auto, (max-width: 849px) 100vw, 849px\" \/><\/figure><\/div>\n\n\n<div style=\"height:10px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<blockquote class=\"wp-block-quote has-text-align-center is-style-large is-layout-flow wp-block-quote-is-layout-flow\">\n<p>\u201cShow your learning, show your math, open up the notebook. I believe that builds so much trust.\u201d<\/p>\n<cite>\u2014Janelle Henry, <em>Talent and Brand, Stripe<\/em><\/cite><\/blockquote>\n<\/blockquote>\n\n\n\n<div style=\"height:25px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<p>Audience members weighed in with their own experiences. One described building an internal tool with AI workflows embedded, filling a gap the existing stack couldn&#8217;t and delivering real gains in consistency for managers and HR alike.<\/p>\n\n\n\n<div style=\"height:50px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h2 class=\"wp-block-heading\">Resistance Is Usually a Design Problem<\/h2>\n\n\n\n<p>Every panelist landed on the same answer: participation is what turns a mandate into adoption.<\/p>\n\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\"><div class=\"wp-block-image is-style-rounded\">\n<figure class=\"aligncenter size-full is-resized\"><img loading=\"lazy\" decoding=\"async\" width=\"459\" height=\"485\" src=\"https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2026\/08\/28215935\/emma-king-hr-gamechangers.png\" alt=\"Emma King, Chief People and Culture Officer at Envoy\" class=\"wp-image-2931\" style=\"width:200px;height:200px\" srcset=\"https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2026\/08\/28215935\/emma-king-hr-gamechangers.png 459w, https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2026\/08\/28215935\/emma-king-hr-gamechangers-284x300.png 284w, https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2026\/08\/28215935\/emma-king-hr-gamechangers-38x40.png 38w\" sizes=\"auto, (max-width: 459px) 100vw, 459px\" \/><\/figure><\/div>\n\n\n<div style=\"height:10px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<blockquote class=\"wp-block-quote has-text-align-center is-style-large is-layout-flow wp-block-quote-is-layout-flow\">\n<p>\u201cEmployees have to participate in the change. Bring them along, give them the pen. Involve them. Help them shape the role.\u201d<\/p>\n<cite>\u2014Emma King, Chief People and Culture Officer, Envoy<br><\/cite><\/blockquote>\n<\/blockquote>\n\n\n\n<div style=\"height:25px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<p>Kyle noted how much of a shift this represents at the individual level. Improving how work gets done used to be someone else&#8217;s job. The expectation now is that every employee continuously redesigns their own role, which is a substantial ask to make without support.<\/p>\n\n\n\n<p>Brad&#8217;s data suggests the appetite is there. In his team&#8217;s research, a majority of respondents agreed AI can support upskilling, with 25- to 34-year-olds the most likely to say so. Early-career employees are looking for a story about acceleration. Without one, they get headlines about worthless degrees instead.<\/p>\n\n\n\n<p>Sarika was candid that participation runs both ways. The organization invests in enablement and builds the ecosystem, but development stays the individual&#8217;s responsibility, and outcomes eventually show up in performance reviews. Some leaders were surprised she&#8217;d say it out loud. Her view was that clarity is kindness \u2014 and most employees appreciated the directness.<\/p>\n\n\n\n<div style=\"height:50px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h2 class=\"wp-block-heading\">Nobody Has Time to Learn AI<\/h2>\n\n\n\n<p>In Brad&#8217;s research, the biggest blocker wasn&#8217;t reluctance. It was employees with no free time to learn anything. Enablement is a calendar problem before it&#8217;s a curriculum problem.<\/p>\n\n\n\n<p>Kyle compared it to return-to-office mandates, where &#8220;three days a week&#8221; failed on the obvious follow-up: which days, and why? Learning needs that same specificity. A day a month with calendars cleared, or an hour every morning \u2014 either works. Most organizations pick neither, and the learning gets pushed into whatever time employees can find on their own.<\/p>\n\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\"><div class=\"wp-block-image is-style-rounded\">\n<figure class=\"aligncenter size-full is-resized\"><img loading=\"lazy\" decoding=\"async\" width=\"459\" height=\"485\" src=\"https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2026\/08\/28215935\/emma-king-hr-gamechangers.png\" alt=\"Emma King, Chief People and Culture Officer at Envoy\" class=\"wp-image-2931\" style=\"width:200px;height:200px\" srcset=\"https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2026\/08\/28215935\/emma-king-hr-gamechangers.png 459w, https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2026\/08\/28215935\/emma-king-hr-gamechangers-284x300.png 284w, https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2026\/08\/28215935\/emma-king-hr-gamechangers-38x40.png 38w\" sizes=\"auto, (max-width: 459px) 100vw, 459px\" \/><\/figure><\/div>\n\n\n<div style=\"height:10px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<blockquote class=\"wp-block-quote has-text-align-center is-style-large is-layout-flow wp-block-quote-is-layout-flow\">\n<p>\u201cGiving people the time to learn, giving people the time to experiment and make mistakes, and helping build confidence. It doesn&#8217;t have to be perfect, but we&#8217;re going to learn together.\u201d<\/p>\n<cite>\u2014Emma King, Chief People and Culture Officer, Envoy<br><\/cite><\/blockquote>\n<\/blockquote>\n\n\n\n<div style=\"height:25px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<p>Sarika&#8217;s answer was a recurring monthly session with topics sourced entirely from employees, starting at an introductory level and advancing as the group&#8217;s fluency grew. From there it expanded into open office hours, where people dropped in to problem-solve or simply listened to someone else&#8217;s problem. As the program matured, it moved again, into function-specific hackathons.<\/p>\n\n\n\n<p>None of this is one-and-done. Some companies now run AI 101 every year, because what counts as &#8220;101&#8221; keeps moving. <a href=\"https:\/\/zapier.com\/blog\/ai-fluency\/\" target=\"_blank\" rel=\"noreferrer noopener\">Zapier&#8217;s AI fluency rubric<\/a>, which Kyle pointed the audience to, shows how far a starting point can travel in a year.<\/p>\n\n\n\n<div style=\"height:50px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h2 class=\"wp-block-heading\">Measure Outcomes, Not Tokens<\/h2>\n\n\n\n<p>Sarika tracked usage for the first six months \u2014 how many licenses were activated, whether everyone had equitable access, who wasn&#8217;t logging in and why. Those were the right questions early. They were never proof the investment was working.<\/p>\n\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\"><div class=\"wp-block-image is-style-rounded\">\n<figure class=\"aligncenter size-full is-resized\"><img loading=\"lazy\" decoding=\"async\" width=\"144\" height=\"144\" src=\"https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2026\/02\/27192617\/sarika-lamont-vidyard-.png\" alt=\"Headshot of Sarika Lamont, Chief People Officer at Vidyard, discussing AI performance integration and cross-functional enablement.\" class=\"wp-image-2538\" style=\"width:200px;height:200px\" srcset=\"https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2026\/02\/27192617\/sarika-lamont-vidyard-.png 144w, https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2026\/02\/27192617\/sarika-lamont-vidyard--40x40.png 40w\" sizes=\"auto, (max-width: 144px) 100vw, 144px\" \/><\/figure><\/div>\n\n\n<div style=\"height:10px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<blockquote class=\"wp-block-quote has-text-align-center is-style-large is-layout-flow wp-block-quote-is-layout-flow\">\n<p>\u201cI&#8217;d never go to the board and tell them about my usage and my licenses. They don&#8217;t care about that.\u201d<\/p>\n<cite>\u2014Sarika Lamont, Chief People and AI Enablement Officer<em>, <\/em>TechnoMile<\/cite><\/blockquote>\n<\/blockquote>\n\n\n\n<div style=\"height:25px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<p>The alternative is function-specific KPIs. She offered two examples: in IT and technical support, the share of tickets auto-closed without a human in the loop; in sales, pipeline created per rep attributable to AI usage.<\/p>\n\n\n\n<p>The measurement gap runs deeper than metric selection, though. Brad returned to the investment split behind most AI strategies, drawn from <a href=\"https:\/\/www.deloitte.com\/us\/en\/insights\/topics\/technology-management\/tech-trends.html\" target=\"_blank\" rel=\"noreferrer noopener\">Deloitte&#8217;s Tech Trends 2026 report<\/a>: roughly 93% of AI spend goes to the technology, and about 7% to people and skills.<\/p>\n\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\"><div class=\"wp-block-image is-style-rounded\">\n<figure class=\"aligncenter size-full is-resized\"><img loading=\"lazy\" decoding=\"async\" width=\"445\" height=\"445\" src=\"https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2026\/08\/28215906\/brad-kreit-deloitte-hr-gamechangers.png\" alt=\"Brad Kreit, Research Leader, Future of Work at Deloitte\" class=\"wp-image-2930\" style=\"width:200px;height:200px\" srcset=\"https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2026\/08\/28215906\/brad-kreit-deloitte-hr-gamechangers.png 445w, https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2026\/08\/28215906\/brad-kreit-deloitte-hr-gamechangers-300x300.png 300w, https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2026\/08\/28215906\/brad-kreit-deloitte-hr-gamechangers-150x150.png 150w, https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2026\/08\/28215906\/brad-kreit-deloitte-hr-gamechangers-40x40.png 40w\" sizes=\"auto, (max-width: 445px) 100vw, 445px\" \/><\/figure><\/div>\n\n\n<div style=\"height:10px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<blockquote class=\"wp-block-quote has-text-align-center is-style-large is-layout-flow wp-block-quote-is-layout-flow\">\n<p>\u201cThe more you can view those as connected investments, putting money against both things, the more successful you&#8217;re likely to be.\u201d<\/p>\n<cite>\u2014Brad Kreit, Research Leader, Future of Work, Deloitte<br><\/cite><\/blockquote>\n<\/blockquote>\n\n\n\n<div style=\"height:50px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h2 class=\"wp-block-heading\">What Trust Actually Requires<\/h2>\n\n\n\n<p>In his closing remarks, Kyle offered a framework from a Deloitte colleague&#8217;s research into what actually drives trust \u2014 four dimensions that double as a diagnostic for any AI rollout:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Humanity<\/strong> \u2014 are you showing up empathetic to the moment?<\/li>\n\n\n\n<li><strong>Reliability<\/strong> \u2014 you do what you say you&#8217;ll do<\/li>\n\n\n\n<li><strong>Capability<\/strong> \u2014 you deliver a quality experience<\/li>\n\n\n\n<li><strong>Transparency<\/strong> \u2014 you use simple, easy-to-understand language<\/li>\n<\/ul>\n\n\n\n<p>Emma expanded on that, adding a fifth test of her own.<\/p>\n\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\"><div class=\"wp-block-image is-style-rounded\">\n<figure class=\"aligncenter size-full is-resized\"><img loading=\"lazy\" decoding=\"async\" width=\"459\" height=\"485\" src=\"https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2026\/08\/28215935\/emma-king-hr-gamechangers.png\" alt=\"Emma King, Chief People and Culture Officer at Envoy\" class=\"wp-image-2931\" style=\"width:200px;height:200px\" srcset=\"https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2026\/08\/28215935\/emma-king-hr-gamechangers.png 459w, https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2026\/08\/28215935\/emma-king-hr-gamechangers-284x300.png 284w, https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2026\/08\/28215935\/emma-king-hr-gamechangers-38x40.png 38w\" sizes=\"auto, (max-width: 459px) 100vw, 459px\" \/><\/figure><\/div>\n\n\n<div style=\"height:10px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<blockquote class=\"wp-block-quote has-text-align-center is-style-large is-layout-flow wp-block-quote-is-layout-flow\">\n<p>\u201cMake sure the benefits of AI are felt by employees, not just the business.\u201d<\/p>\n<cite>\u2014Emma King, Chief People and Culture Officer, Envoy<br><\/cite><\/blockquote>\n<\/blockquote>\n\n\n\n<div style=\"height:25px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<p>And Sarika returned to where she started, with the question that anchors every decision worth making.<\/p>\n\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\"><div class=\"wp-block-image is-style-rounded\">\n<figure class=\"aligncenter size-full is-resized\"><img loading=\"lazy\" decoding=\"async\" width=\"144\" height=\"144\" src=\"https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2026\/02\/27192617\/sarika-lamont-vidyard-.png\" alt=\"Headshot of Sarika Lamont, Chief People Officer at Vidyard, discussing AI performance integration and cross-functional enablement.\" class=\"wp-image-2538\" style=\"width:200px;height:200px\" srcset=\"https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2026\/02\/27192617\/sarika-lamont-vidyard-.png 144w, https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2026\/02\/27192617\/sarika-lamont-vidyard--40x40.png 40w\" sizes=\"auto, (max-width: 144px) 100vw, 144px\" \/><\/figure><\/div>\n\n\n<div style=\"height:10px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<blockquote class=\"wp-block-quote has-text-align-center is-style-large is-layout-flow wp-block-quote-is-layout-flow\">\n<p>\u201cContinue to anchor anything you do around AI transformation on what&#8217;s in it for the employee.\u201d<\/p>\n<cite>\u2014Sarika Lamont, Chief People and AI Enablement Officer<em>, <\/em>TechnoMile<\/cite><\/blockquote>\n<\/blockquote>\n\n\n\n<div style=\"height:50px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h2 class=\"wp-block-heading\">The Trust Gap Is a Leadership Gap<\/h2>\n\n\n\n<p>The gap isn&#8217;t between employees and AI. It&#8217;s between employees and the people deciding how AI gets used, which means leaders can close it with the tools they already have: a narrative that explains the why, honesty about the unknowns, room in the week to learn, and metrics that show whether it worked.<\/p>\n\n\n\n<p>An organization with existing credibility, clear expectations, and leaders willing to show their own work will come through the AI transition stronger.<\/p>\n\n\n\n<div style=\"height:50px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h3 class=\"wp-block-heading\">For More HR Technology Insights, Check Out Our Previous Episodes:<\/h3>\n\n\n\n<ul class=\"wp-block-list\">\n<li><a href=\"https:\/\/www.goprofiles.io\/blog\/hr-gamechangers-ep-1-recap-the-new-era-of-engagement\/\" target=\"_blank\" rel=\"noreferrer noopener\"><strong>Episode 1:<\/strong> The New Era of Engagement<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/www.goprofiles.io\/blog\/hr-gamechangers-ep-2-building-a-thriving-culture\/\" target=\"_blank\" rel=\"noreferrer noopener\"><strong>Episode 2:<\/strong> Building a Thriving Culture<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/www.goprofiles.io\/blog\/hr-gamechangers-recap-measuring-employee-engagement\/\" target=\"_blank\" rel=\"noreferrer noopener\"><strong>Episode 3:<\/strong> Measuring Employee Engagement<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/www.goprofiles.io\/blog\/hr-gamechangers-recap-digital-workplace\/\" target=\"_blank\" rel=\"noreferrer noopener\"><strong>Episode 4:<\/strong> The Digital Workplace&nbsp;<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/www.goprofiles.io\/blog\/hr-gamechangers-recap-enhancing-engagement-strategies\/\" target=\"_blank\" rel=\"noreferrer noopener\"><strong>Episode 5:<\/strong> Enhancing Engagement<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/www.goprofiles.io\/blog\/hr-gamechangers-episode-6-recap-building-a-resilient-culture\/\" target=\"_blank\" rel=\"noreferrer noopener\"><strong>Episode 6<\/strong>: Building a Resilient Culture<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/www.goprofiles.io\/blog\/hr-gamechangers-episode-7-recap-skill-based-organizations\/\" target=\"_blank\" rel=\"noreferrer noopener\"><strong>Episode 7:<\/strong> Skill-Based Organizations<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/www.goprofiles.io\/blog\/hr-gamechangers-episode-7-recap-skill-based-organizations\/\" target=\"_blank\" rel=\"noreferrer noopener\"><strong>Episode 8:<\/strong> Navigating Remote &amp; Hybrid Work<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/www.goprofiles.io\/blog\/hr-gamechangers-episode-9-recap-ais-role-in-redefining-the-hr-landscape\/\" target=\"_blank\" rel=\"noreferrer noopener\"><strong>Episode 9<\/strong>: The Role of AI in HR<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/www.goprofiles.io\/blog\/hr-gamechangers-episode-10-recap-building-compensation-models-that-work\/\" target=\"_blank\" rel=\"noreferrer noopener\"><strong>Episode 10<\/strong>: Building Compensation Models That Work<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/www.goprofiles.io\/blog\/hr-gamechangers-episode-11-recap-chros-as-architects-of-business-strategy\/\" target=\"_blank\" rel=\"noreferrer noopener\"><strong>Episode 11<\/strong>: The Future of HR Leadership: CHROs as Architects of Business Strategy<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/www.goprofiles.io\/blog\/hr-gamechangers-episode-12-recap-branding-strategies-internally-and-externally\/\" target=\"_blank\" rel=\"noreferrer noopener\"><strong>Episode 12<\/strong>: Path to CHRO: Branding Strategies Internally and Externally<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/www.goprofiles.io\/blog\/hr-gamechangers-episode-13-recap-balancing-ai-and-people-centric-organizations\/\" target=\"_blank\" rel=\"noreferrer noopener\"><strong>Episode 13<\/strong>: HR Crossroads: Balancing AI and People-Centric Organizations<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/www.goprofiles.io\/blog\/hr-gamechangers-episode-14-recap-culture-led-growth-and-values-driven-leadership\/\"><strong>Episode 14<\/strong>: Culture-Led Growth: How Values-Driven Leadership Fuels Performance and Profit<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/www.goprofiles.io\/blog\/hr-gamechangers-episode-15-recap-ai-at-work\/\" id=\"https:\/\/www.goprofiles.io\/blog\/hr-gamechangers-episode-15-recap-ai-at-work\/\" target=\"_blank\" rel=\"noreferrer noopener\"><strong>Episode 15:<\/strong> AI at Work: AI Literacy, Strategy, and Adoption<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/www.goprofiles.io\/blog\/hr-gamechangers-episode-16-leadership-reset-2026\/\" target=\"_blank\" rel=\"noreferrer noopener\"><strong>Episode 16: <\/strong>The Leadership Reset: Essential Leadership Skills for 2026 and Beyond<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/www.goprofiles.io\/blog\/hr-gamechangers-episode-17-recap-ai-enabled-workforce-performance\/\" target=\"_blank\" rel=\"noreferrer noopener\"><strong>Episode 17:<\/strong> The Q1 Reset: Linking Performance to AI Readiness and Adoption<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/www.goprofiles.io\/blog\/hr-gamechangers-episode-18-recap-ai-adoption-company-culture\/\" target=\"_blank\" rel=\"noreferrer noopener\"><strong>Episode 18<\/strong>: CHRO Playbook: Protecting Culture While Scaling AI<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/www.goprofiles.io\/blog\/hr-gamechangers-episode-19-recap-ai-teammates-new-operating-model-for-work\/\" target=\"_blank\" rel=\"noreferrer noopener\"><strong>Episode 19<\/strong>: AI Teammates: A New Operating Model for Work<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/www.goprofiles.io\/blog\/hr-gamechangers-episode-20-building-ai-leadership-bench\/\" target=\"_blank\" rel=\"noreferrer noopener\"><strong>Episode 20<\/strong>: Future-Ready Leaders: Building the AI Leadership Bench<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/www.goprofiles.io\/blog\/hr-gamechangers-episode-21-recap-ai-adoption-gap\/\" target=\"_blank\" rel=\"noreferrer noopener\"><strong>Episode 21:<\/strong> The AI Adoption Gap: The 80\/20 Problem No One\u2019s Talking About<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/www.goprofiles.io\/blog\/hr-gamechangers-episode-22-recap-employee-experience-playbook\/\" target=\"_blank\" rel=\"noreferrer noopener\"><strong>Episode 22:<\/strong> Building the People Experience Playbook<\/a><\/li>\n<\/ul>\n\n\n\n<div style=\"height:50px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Join the conversation: Register for Episode 24<\/strong><\/h2>\n\n\n\n<p>Don\u2019t miss our next webinar, <a href=\"https:\/\/www.goprofiles.io\/resources\/hr-gamechangers\/episode-24\/the-enablement-era-hrs-next-mandate-for-the-future-of-work\" target=\"_blank\" rel=\"noreferrer noopener\">The Enablement Era: HR&#8217;s Next Mandate for High-Performing Workplaces<\/a>, on <em>October 1, 2026 @ 11AM PST.<\/em><\/p>\n\n\n\n<p>Join us as we explore what high performance means once AI is embedded in daily work \u2014 and how HR leaders are building the enablement systems that get teams there.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\"><a href=\"https:\/\/www.goprofiles.io\/resources\/hr-gamechangers\/episode-24\/the-enablement-era-hrs-next-mandate-for-the-future-of-work\" target=\"_blank\" rel=\"noreferrer noopener\"><strong>Register now<\/strong><\/a><strong> to stay ahead of the game <\/strong><a href=\"https:\/\/www.goprofiles.io\/blog\/hr-leadership-styles-2026-tech-trailblazer\/\" target=\"_blank\" rel=\"noreferrer noopener\"><strong>in 2026 and beyond<\/strong><\/a><strong>!<\/strong><\/h4>\n\n\n\n<div style=\"height:50px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<div class=\"row bg-dark rounded p-3 my-1\">\n<div class=\"col col-12 col-md-8 my-auto py-2\">\n<h4 class=\"wp-block-heading  text-white\" id=\"h-access-and-share-resources-instantly-with-golinks\">Build a culture of connection and recognition with GoProfiles<\/h4>\n\n\n\n<a class=\"btn btn-primary\" href=\"https:\/\/www.goprofiles.io\/signup?utm_source=blog&amp;utm_medium=blog&amp;utm_campaign=blog-cta&amp;utm_content=free-trial\" role=\"button\">Try for free<\/a>\n<\/div>\n\n\n\n<div class=\"col col-12 col-md-4 py-2\">\n<figure class=\"wp-block-image size-full rounded my-auto\"><img loading=\"lazy\" decoding=\"async\" width=\"624\" height=\"448\" src=\"https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2024\/09\/25215748\/goprofiles_blog_footer_cta_2x_2x-1.webp\" alt=\"\" class=\"wp-image-1010\" style=\"object-fit:cover\" srcset=\"https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2024\/09\/25215748\/goprofiles_blog_footer_cta_2x_2x-1.webp 624w, https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2024\/09\/25215748\/goprofiles_blog_footer_cta_2x_2x-1-300x215.webp 300w, https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2024\/09\/25215748\/goprofiles_blog_footer_cta_2x_2x-1-40x29.webp 40w\" sizes=\"auto, (max-width: 624px) 100vw, 624px\" \/><\/figure>\n<\/div>\n<\/div>\n","protected":false},"excerpt":{"rendered":"<p>AI doesn&#8217;t create a trust gap. It exposes the one already there. Five HR and future-of-work leaders on what actually rebuilds employee trust during an AI rollout.<\/p>\n","protected":false},"author":28,"featured_media":2925,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"content-type":"","_jetpack_memberships_contains_paid_content":false,"footnotes":""},"categories":[530],"tags":[],"class_list":["post-2922","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-hr-gamechangers"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v26.8 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>GoProfiles Blog<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"HR GameChangers Episode 23 Recap: The Trust Gap: Culture Can&#039;t Be Automated\" \/>\n<meta property=\"og:description\" content=\"AI doesn&#039;t create a trust gap \u2014 it exposes the one already there. HR leaders on rebuilding employee trust as AI reshapes work.\" \/>\n<meta property=\"og:url\" content=\"http:\/\/www.goprofiles.io\/blog\/hr-gamechangers-episode-23-recap-employee-trust-ai\/\" \/>\n<meta property=\"og:site_name\" content=\"GoProfiles Blog\" \/>\n<meta property=\"article:publisher\" content=\"https:\/\/facebook.com\/golinksio\" \/>\n<meta property=\"article:published_time\" content=\"2026-08-28T22:18:41+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2026\/08\/28214451\/goprofiles-hr-gamechangers-episode-23-article%402x.png\" \/>\n\t<meta property=\"og:image:width\" content=\"1340\" \/>\n\t<meta property=\"og:image:height\" content=\"722\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/png\" \/>\n<meta name=\"author\" content=\"Emily Deuser\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:creator\" content=\"@golinks\" \/>\n<meta name=\"twitter:site\" content=\"@golinks\" \/>\n<meta name=\"twitter:label1\" content=\"Written by\" \/>\n\t<meta name=\"twitter:data1\" content=\"Emily Deuser\" \/>\n\t<meta name=\"twitter:label2\" content=\"Est. reading time\" \/>\n\t<meta name=\"twitter:data2\" content=\"11 minutes\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\/\/schema.org\",\"@graph\":[{\"@type\":\"Article\",\"@id\":\"https:\/\/www.goprofiles.io\/blog\/hr-gamechangers-episode-23-recap-employee-trust-ai\/#article\",\"isPartOf\":{\"@id\":\"https:\/\/www.goprofiles.io\/blog\/hr-gamechangers-episode-23-recap-employee-trust-ai\/\"},\"author\":{\"name\":\"Emily Deuser\",\"@id\":\"https:\/\/www.goprofiles.io\/blog\/#\/schema\/person\/5d34260a2191e699b9670a2c1cde7ef1\"},\"headline\":\"HR GameChangers Episode 23 Recap: The Trust Gap: Culture Can&#8217;t Be Automated\",\"datePublished\":\"2026-08-28T22:18:41+00:00\",\"mainEntityOfPage\":{\"@id\":\"https:\/\/www.goprofiles.io\/blog\/hr-gamechangers-episode-23-recap-employee-trust-ai\/\"},\"wordCount\":2889,\"publisher\":{\"@id\":\"https:\/\/www.goprofiles.io\/blog\/#organization\"},\"image\":{\"@id\":\"https:\/\/www.goprofiles.io\/blog\/hr-gamechangers-episode-23-recap-employee-trust-ai\/#primaryimage\"},\"thumbnailUrl\":\"https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2026\/08\/28214451\/goprofiles-hr-gamechangers-episode-23-article%402x.png\",\"articleSection\":[\"HR GameChangers\"],\"inLanguage\":\"en-US\"},{\"@type\":\"WebPage\",\"@id\":\"https:\/\/www.goprofiles.io\/blog\/hr-gamechangers-episode-23-recap-employee-trust-ai\/\",\"url\":\"https:\/\/www.goprofiles.io\/blog\/hr-gamechangers-episode-23-recap-employee-trust-ai\/\",\"name\":\"HR GameChangers Episode 23 Recap: The Trust Gap: Culture Can't Be Automated\",\"isPartOf\":{\"@id\":\"https:\/\/www.goprofiles.io\/blog\/#website\"},\"primaryImageOfPage\":{\"@id\":\"https:\/\/www.goprofiles.io\/blog\/hr-gamechangers-episode-23-recap-employee-trust-ai\/#primaryimage\"},\"image\":{\"@id\":\"https:\/\/www.goprofiles.io\/blog\/hr-gamechangers-episode-23-recap-employee-trust-ai\/#primaryimage\"},\"thumbnailUrl\":\"https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2026\/08\/28214451\/goprofiles-hr-gamechangers-episode-23-article%402x.png\",\"datePublished\":\"2026-08-28T22:18:41+00:00\",\"description\":\"AI doesn't create a trust gap \u2014 it exposes the one already there. 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