AI systems -- Ensure Your Team Isn’t Wasting Time “Botsitting”

 Ensure Your Team Isn’t Wasting Time “Botsitting” by HBR

Many organizations are dealing with a new, invisible tax on employees’ time: botsitting. This is the untracked, unrewarded work of repeatedly checking, correcting, and stabilizing an AI system before its output can be used. As a leader, you need to account for this labor to protect your team’s time and mental energy. Here’s where to start. 

Identify when botsitting is necessary. Not all oversight is wasteful; some of it provides the accountability AI-assisted work requires, such as reviewing AI-generated material before it reaches a customer. Protect this work and build it into your team’s workflows. 

Create clear metrics. Track how often AI-generated work needs human review, how many prompt attempts it takes to get a usable result, and how much time employees spend verifying answers or transferring context across tools.  

Build psychological safety. If you reward token counts and login streaks, employees may quietly stop flagging bad outputs. Make it safe for people to say “this isn’t working” without fear of appearing resistant to adoption

Interested to know more?

Read the complete article at:

https://hbr.org/2026/08/how-much-time-do-your-employees-spend-botsitting

Lead Your Employees Through the AI Revolution -- the HBR Way

 In a recent panel discussion, three CHROs—Daisy Auger-Domínguez of Digital Asset, Monique Herena of American Express, and Daniela Seabrook of the Adecco Group—discussed how successful AI transformation depends less on technology and more on how leaders guide people through change. Their advice: 

Start with business priorities. Don’t treat AI like a separate initiative. Connect new tools and workflows directly to your team’s goals and priorities. If people understand why change matters, they’re more likely to engage with it. 

Create space for experimentation. You can’t expect people to learn new systems while maintaining the same pace and workload. Build room for testing, small failures, and iteration. If everything feels urgent, learning won’t happen. 

Involve people in the change. People resist change when it feels like it’s being imposed on them. Instead, bring employees into conversations about new workflows, tools, and processes, so they feel ownership over what comes next. 

Focus on clarity over certainty. You won’t have all the answers. Explain what you know, acknowledge what you don’t, and communicate what happens next. Trust comes from consistency, not perfect predictions. 

Keep developing judgment. Technical skills matter, but the ability to make decisions, adapt, and navigate ambiguity will matter even more

Interested to know more?

Read the complete article at:

https://hbr.org/2026/05/leading-the-human-ai-organization