When Lisa opened the resignation email from one of her top performers, she froze.

As a regional sales VP at a fast-growing tech company, she prided herself on building a loyal, high-performing team. She’d recently adopted AI to streamline workflows and free up time for more strategic work. But in the exit interview, the employee shared something she hadn’t expected: he felt unseen, disconnected, and undervalued.

Some of her managers went even further—using AI-generated scripts for everything from difficult feedback to performance check-ins, and even praise.  The messages felt impersonal, disconnected, and inauthentic. Employees took note. Even if productivity increased, effectiveness took a dive. One top performer began to disengage and soon gave notice.

For busy leaders, automating conversations with team members can bring a sense of relief. Plug in a prompt. Let the machine guide the 1:1. However, when we offload the emotional labor of leadership, we risk eroding trust and connection, the very foundations that make teams thrive.

AI can be a game changer for managers, but only when it’s used to amplify the human side of leadership. Too often, tools designed to save time end up weakening connection and culture. The opportunity isn’t just to use AI. It’s to use it well.

With the proper guardrails, AI can expand a manager’s capacity, freeing them up to lead with more empathy, presence, and purpose. Think of AI as your backstage partner, not your stand-in. 

This risk is especially real for Gen Z professionals, many of whom launched their careers remotely and hadn’t, for a time, seen........

© Fast Company