“Most firms that are using AI are saving two to four hours per week per employee. That’s not transformative. That’s just doing the same thing faster.”
-Alexis Fink
Introduction
In this episode of Psych Tech @ Work, Mayda Tokens (my AI co-host) and I sit down with Alexis Fink, I-O psychologist, long-time HR tech leader at Microsoft, Intel, and Meta, longtime friend and president of The Society for Industrial-Organizational Psychology (aka SIOP)!
Alexis brings decades of experience at the intersection of people, organizations, and technology to the studio, offering a holistic and integrated perspective on the opportunities and challenges of AI in the workplace that is based on reality- not pure philosophy.
We challenge Mayda to hang with us as we talk about all things people, technology, and the future of work. Alexis rocks it. You be the judge of how well Mayda meets the challenge. Hint: like all AI, Mayda is still a work in progress that fails sometimes, while still feeling miraculous IMHO. I mean come on- she speaks in emoji!!!
Alexis leads the charge with her take on these great highlight topics:
1. The Transformation of Knowledge Work
AI is reshaping not just factory tasks, but the decision-making and knowledge roles once thought safe from automation.
2. Organizational Design in an AI Era
True progress requires rethinking workflows so humans and machines complement each other rather than compete.
3. Data Quality and Human-Centered Design
Most raw HR data isn’t fit for AI, making richer, cleaner, and more contextual data essential for real impact.
4. Risk, Accountability, and Quality Control
As AI takes on more autonomy, organizations must adapt proven quality management and governance principles to keep it accountable.
5. The Human Problem of AI Adoption
The hardest barriers to AI adoption aren’t technical but human — fear, resistance, and behavior change.
6. Looking to 2035: The Next-Gen I-O Psychologist
Future I-Os will master AI as a partner, using simulation and immersive tools while keeping work human-centered.
Conclusion
Our conversation underscores a central theme: AI is not even close to perfect and we need to recognize this (Mayda’s responses to our questions are proof of AI gone whack!)
AI’s future in work won’t be defined by algorithms alone, but by how organizations redesign processes, manage risk, and support people through change. For I-O psychologists, HR leaders, and technologists alike, the task ahead is clear — ensure AI is not just bolted onto old systems, but opens opportunities for true collaboration with we humans.
