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“It’s a group of talent that has a lot of sway,” around company culture and what attendance looks like, Brian Vickery, a partner at McKinsey, told the Journal .

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“Often, the biggest mistake companies make is putting a lot of effort into selecting the program and launching it, then just expecting people to find it on their own and keep coming back to it,” Thomas Conway said.

“The obvious question rewards leaders have for themselves is if they have the time and the capacity,” he said. “ Running another cycle — especially when you have a lot of employees — feels like, ‘We just went through the Super Bowl, and now we’re going to do another one of those?’”

Because I believe HR is now at a point where we have a seat at the table at a lot of organizations.

And for retirees on a fixed income, the same high costs and reduced purchasing power is putting a lot of strain on their fixed budgets.”

“One team immediately jumped on the opportunity to use AI to accelerate their first draft, while another team — experiencing a lot of friction in their environment right now — didn’t even think to capitalize on the benefits of AI in this instance,” she said.

As performance management has shifted in organizations and become more frequent than annually, it’s a lot easier for employees to have these types of conversations and say, “I worked on this project, I used these tools, and here was the outcome.”

“If companies, teams and professionals are adopting AI purely because it is a cool thing, there’s a lot of hype around it and the vendors told them it was great, then they’re just going to automate things and put AI in, and I would be uncertain about the success they’re going to have,” Eubanks said.

“Lots of businesses say they can’t afford it.