A change of management in a company can result in a change of business direction. Innovation at work can be good, and new people have new ideas that can be very useful at times. That said, it can also mean disorganization, losing the business's path, and a whole team not understanding what their job actually is. This is to say, new ideas are great and very important, but they must be given after proper research and understanding of the area of work itself.
That's the core problem in this story. An employee seeks advice after new management takes over, and the company's know-how goes out the window. The new boss needs extra help with tech, but doesn't want to invest in new personnel for that area. He also wants to implement AI, even when not fully understanding how it works. In this case, technology can be of great help in day-to-day work responsibilities, but it is also important to know how and when to implement tech tools.
This employee seems particularly frustrated because there is no open line of communication with the manager in question. Even though they have tried to raise some concerns to the new boss, apparently they have been dismissed repeatedly. This is also a very important thing to have at the office: if you cannot talk to your manager about any work-related problems, solutions will not come anytime soon.
This employee appreciates work conditions and hesitates about changing jobs because flexible hours accommodate their study schedule perfectly. However, the situation continues to escalate as another employee decided to leave the company, meaning the workload is about to get more intense. Can poor management break a team?
AI tools can be very tricky. It might feel like you're saving money by using them, but not hiring actual people to keep track of them and make sure things are working smoothly can also be a very big mistake.
Whose side are you on? Is the employee right to be upset? Is the new manager actually implementing smart ideas into the workflow? Keep scrolling to read the full story to decide what you would do if you were in this employee's situation.