Expiring 2 % of staff because of artificial intelligence resistance!

Van, which he saw from the very beginning of the productive artificial intelligence wave, was a “existential transformation” for all industries, stated that all the company’s activities should be formed around artificial intelligence. He even launched a wide -ranging plan to educate employees, allocate 5 % of the salaries to learn AI tools, and hold “Mondays of Artificial Intelligence”; The days when employees were only allowed to work on AI projects. But the widespread resistance, even in the technical sector of the company, made the plan fail.

According to Van, some employees even “sabotage” instead of learning; A topic that independent research also confirms. The Writer report in year 4 has shown that one -third of corporate employees deliberately disrupt the implementation of AI projects, both with poor quality outputs or with refusal to teach.

Finally, Ignittech decided to attract a new manpower called “AI Innovation Specialist” and rebuild almost its entire organizational structure. Now all parts of the company, from sales to finance, are operating directly under the artificial intelligence unit.

The result of this transformation was painful, but according to Van, “the fruit”. By the end of 2, Ignittech offered two artificial intelligence products with a patent and was able to reduce scheduling from just a few months to just four days in product development projects. The company’s operating profit also reached about 2 % EBitda; A very high digit in the software industry.

Van emphasized in an interview with Fortune: “This change was not just a technological change; It was a cultural and commercial change. “Changing the mentality is harder than adding skills.” He does not recommend that other companies repeat the same extensive dismissal, but warned, “If not everyone in a boat and in one direction, there will be no destination.”

Ignittech experience for Iranian managers can be a warning sample; Investing in artificial intelligence is doomed to failure without gaining confidence and human resources. It may be time for domestic companies to prioritize employees rather than focusing on tools, culture and targeted training.