Watch on demand. Recorded live on October 21, 2026.
The problem
Your manager has a difficult conversation in five minutes. A new joiner who isn't settling. Two strong people who clash. Feedback that keeps getting put off.
More and more, they ask AI. And the AI knows nothing about the person they're about to talk to. Two managers ask the same question and get two different answers. Neither fits the person, and HR can't see either.
Nobody decided this would be the standard. It became one anyway. And when a hard conversation goes wrong, HR is the one who picks it up. In our research, 71% of senior HR leaders say poor management drives attrition more than role or pay.¹
"AI isn't the problem. Generic advice is."
Sarah Kelsey, Product Marketing Manager, Saville Assessment
Why now?
The stakes on managers are rising. In the UK, from January 2027, unfair dismissal protection starts at six months' service and compensation is uncapped. If you employ people in the EU, you already have a duty to support how they use AI at work. How a manager handles one conversation now costs more when it goes wrong.
What the room told us
We asked attendees where most of their manager development budget goes. On-the-job learning came out on top. Coaching, the part where development is meant to turn into everyday behavior, barely registered. The recording shows why that gap matters, and where grounded AI help fits into it.
"They get a report and say, 'Oh yeah, it's nice,' and they put it away. Nothing happened with it."
An HR leader we spoke to, on what happens to assessment insight after the hire
What you'll see in the recording
- Where generic AI advice creates risk in your organization today
- A live demo: an AI assistant helping a manager plan a feedback conversation, a project team and a restructure, grounded in validated insight about each person
- The guardrails: what it won't answer, and why managers only see their own team
- How to give managers AI help that's governed, consistent and fits your people
- Your questions answered, including whether your people data ends up training an AI model
Your hosts
Sarah Kelsey, Product Marketing Manager, Saville Assessment. Sarah works with HR leaders on how assessment insight gets used after the hire, and what it costs when managers are left with generic advice.
Lauren Jeffery-Smith, Principal People Scientist, Saville Assessment. Lauren brings the science behind the session: what makes insight about a person reliable enough to shape the advice a manager gets, and where generic AI falls short. She also runs the live demo.
45 minutes, one live demo, and a standard you can take back to your leadership team. Fill in the form to watch the full recording now.
