This HBR piece on AI-generated workslop has been making the discourse rounds; apparently, bad AI use (lacking context, soul, or just plain correct information) is slowing down the managers and coworkers it’s passed on to. It raises some decent questions that organizations are struggling to define. What exactly counts as “good” AI use, or output? What’s too sloppy or risky to send to a client? Most managers have never had to make those calls before, and the vast majority aren’t quite GP-literate enough to recognize certain slop-specific signifiers like the em dash (RIP). You could make them a manual, but you’d need to update it weekly.

We’re also seeing tension in teams, especially in values-driven organizations, between people who are hesitant to use AI (often for ethical or environmental reasons) and others who are leaning in. Can we evaluate their work by the same standard? Should we?

I’m not an AI purist on either side of the argument; like any human, I appreciate the occasional administrative helping hand, formatting gut-check, or delusional, sycophantic affirmation. On the other hand, I refuse to let it write or speak for me (if we don’t have our voice, what do we have?), I actively look for programs written with ethics in mind, and grow frustrated by the relentless “Use our AI!” popups in every product I use. Not to mention the giddy batches of startups who think inputting job performance notes into their GPT-powered product is going to solve the (very human) problem of motivating people towards passion for their craft.

I appreciated Carlos E. Perez’s take in “The Ecology of Genuine Work: How to Discourage WorkSlop”, specifically the call for organizations to drive a culture of intellectual courage and messy, mid-process draft sharing. Let meetings be about working through thoughts together, not just sharing status updates. Give praise to those who develop a new way of seeing things, not just those with speedy output. You can’t write an all-encompassing AI policy that covers every ever-changing scenario that will ever happen, but you can choose what you encourage and reward.

Stay Bright,

Nora

Bright Reads 📚

What If Hard Work Felt Easier?Jean Hsu on what sustainable ambition could look like, and how to make hard work feel more like ~flow~

A study from Glassdoor shows that layoffs trigger a 40% uptick in job searching, a 0.13% drop in Glassdoor ratings, and a 2 year recovery period (Layoffs Cast a Long Shadow)

RTO Romance: As Gen Z Redefines Workplace Dating, the Role of Chaperone Falls to HR (Worklife). Apparently, 21% of Gen Z workers have applied for a job specifically hoping to meet someone special (!)

Make sure that someone special isn’t your boss. The National Bureau of Economic Research reports that “entering a relationship with a manager increases the subordinate’s earnings by 6%, but breaking up triggers an abrupt 18% earnings decline” (The Impacts of Romantic Relationships with the Boss)

Seems like folks could use this Early Magazine throwback: So, You Want to Date Your Coworker

On keeping the most important work relationship healthy: Renew Your Co-Founder Vows (First Round Review)

Microsoft Warns of 'Payroll Pirates'

Bad Creative Jobs

B+E in the News 🗞️

I spoke to Canadian HR Reporter about the Co-CEO trend. Our take? While it can diversify the skill set at the top, alignment in this kind of arrangement is so paramount (and so challenging) that you’ll basically need an on-call couples therapist.

We talked to Yahoo Finance about Canada’s latest job market stats, noting that despite overall job gains, younger folks are not feeling them.

We talked to the Globe and Mail about how, despite that job market, hiring is still a struggle for small businesses. Our advice: to outcompete the big guys, focus on impact and selling what makes you unique.

In case you care what I think of your workplace bathroom habits, I spoke to The Toronto Star about pet peeves at post-RTO offices and that’s the quote that made it in.

Bright Jobs ☀️

Every issue, we’ll share a curated list of exciting jobs at Bright + Early partners. Bright + Early organizations are all committed to building human, inclusive places to work. Note that we’re not involved in hiring– please apply directly.

Doctors Without Borders / Médecins Sans Frontières is hiring a Human Resources Director to lead HR strategy and people operations in Canada.

Kotn is looking for a Senior Manager, People Operations to help shape culture and scale their people ops programs

Gater Studios (of the Alexandra Gater YouTube channel!) is hiring a Senior Video Editor

Musical AI is hiring an AI Infrastructure and DevOps Engineer

Help plan cool retreats and trips around the world as an Operations Manager for Moniker Partners

Unbounce is looking for a Director of Customer Success

Coming Up 👀

On October 30, I’m joining Future Of Good’s symposium for a workshop on supporting caregivers at work, including self and peer advocacy strategies.

I’ll also be moderating a cool panel at QueerTech Qonference (November 19) called Scaling with Soul: Growing Your Team in the Age of AI without Losing Your Humanity.

October 31 is Halloween 👻 

November 11 is Remembrance Day (Canada) and Veterans Day (USA)

November 13-19 is Transgender Awareness Week

November 20 is Transgender Day of Remembrance

November 25 is International Day for the Elimination of Violence Against Women 

November 27 is Thanksgiving (USA)

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