50-500 person organisations
Large enough for AI use to spread, small enough that manager guidance may still be informal.
Samontech Work
AI Manager Playbook Sprint
AI is already creating people-management decisions. Are your managers ready?
This is not an AI strategy problem. It is a manager consistency problem.
Employees are using AI in daily work. Managers are being forced to make calls on quality, disclosure, confidentiality, performance and fairness, often without practical guidance. When every manager answers differently, P&C / HR inherits the fallout.
Best fit
The sprint is designed for organisations where AI is already close enough to daily work that manager guidance cannot stay informal.
P&C / HR teams under pressure
People teams that need practical guidance but do not have time to build it from scratch.
Managers already making judgement calls
Managers are dealing with AI-assisted work, quality, disclosure, confidentiality or fairness questions.
Leaders needing evidence
CEOs, boards or customers want to know AI adoption is being managed responsibly from a people perspective.
The questions managers are already being forced to answer
Client work
Can staff use AI for client-facing material?
Disclosure
Should AI use be disclosed internally or to a client?
Performance or conduct
Is poor AI-assisted work a performance, conduct or training issue?
Confidential information
What happens if sensitive information goes into ChatGPT?
Performance feedback
Can a manager use AI to draft performance feedback?
If managers make those calls differently team by team, P&C deals with the complaints, conduct questions, performance disputes, confidentiality issues and trust concerns.
AI Manager Playbook Sprint
A fixed-scope 2-3 week sprint that helps P&C / HR move from AI policy or informal AI use to manager-ready practice.
Managers stop making it up team by team
Employees receive practical AI use guidance
Escalation points are clear
P&C has a 90-day action plan
Leaders have evidence of responsible people-side adoption
Representative buyer scenario
Representative scenario, not a client case study.
A 200-person professional services firm has rolled out Microsoft Copilot. Three months later, managers are asking whether staff can use AI for client-facing work, whether AI use should be disclosed, and how to handle poor AI-assisted output. P&C has an AI policy, but no practical manager guidance.
Why it matters
The goal is to stop managers making AI-related people decisions up team by team before inconsistency becomes a complaint, performance dispute or trust issue.
What the sprint would produce
- a Manager AI Playbook for client-facing AI use, review and escalation
- an Employee AI Use Guide covering disclosure, confidentiality and human review
- a People Risk Register covering manager inconsistency, conduct ambiguity and trust concerns
- a Human Review and Escalation Map for P&C, legal, privacy, cyber and risk
- a 90-Day P&C Action Plan to brief managers and close guidance gaps
What the sprint gives P&C / HR
The sprint is designed to move from uncertainty to usable manager guidance, employee guidance, escalation and measurable follow-through.
Manager AI Playbook
Managers stop guessing and apply a consistent response to AI-assisted work.
Employee AI Use Guide
Employees understand what good AI use looks like, what to avoid, and when to ask or disclose.
Human Review and Escalation Map
Managers know what needs human review and when to involve P&C, legal, privacy, cyber, WHS or risk.
AI People Risk Register
P&C sees the people risks before they become complaints, disputes or trust issues.
90-Day P&C Action Plan
Actions are sequenced so guidance, communication, manager briefing and evidence are not left as a report.
Baseline and Measurement View
Progress can be shown after the sprint, at 90 days and at 12 months.
How the baseline makes this measurable
The sprint starts with a repeatable current-state assessment across manager readiness, employee guidance, confidentiality, performance and conduct ambiguity, human review, escalation and evidence. Each area is scored from 0 to 4, then reviewed after the sprint, at 90 days and at 12 months.
Scoring anchors
0 = Not in place
1 = Informal / inconsistent
2 = Partially defined
3 = Defined and communicated
4 = Embedded and evidenced
Measurement points
Baseline Post-sprint 90 days 12 months
When to act this quarter
The best time to clarify manager guidance is before the first formal complaint, investigation or trust issue.
AI tools are being rolled out
Copilot, ChatGPT Enterprise, Gemini or similar tools are entering daily work.
Staff are already using AI informally
Employees are using tools before guidance has caught up.
Managers are asking what is allowed
Questions are emerging around client work, disclosure, review and acceptable use.
A concern has surfaced
There has been a quality, confidentiality, conduct, performance, fairness or workload concern involving AI.
Policy exists but practice is unclear
The organisation has an AI policy, but managers do not know how to apply it.
Evidence is being requested
Executives, customers or boards are asking what has been done beyond policy.