---
id: "action-reset-performance-management"
type: "action-item"
source_timestamps: ["§ 1. Explicitly redefine workflows and then name new (human) role expectations."]
tags: ["hr", "performance-metrics"]
related: ["framework-responsible-human-ai-collaboration"]
action: "Update performance metrics to reward the quality of oversight and effective orchestration of AI systems, not just speed."
outcome: "Incentivizes employees to rigorously check AI output rather than blindly passing it along to maximize their own production metrics."
sources: ["agentic"]
sourceVaultSlug: "hbr-seg-agentic"
originDay: 6
articleStem: "hbr-ext-16-dont-treat-agents-like-employees"
sourceUrl: "https://hbr.org/2026/05/research-why-you-shouldnt-treat-ai-agents-like-employees"
sourceTitle: "Research: Why You Shouldn’t Treat AI Agents Like Employees"
---
# Reset Performance Management for AI Orchestration

**Action:** Update performance metrics to reward the **quality of oversight** and effective **orchestration** of AI systems, not just speed or raw throughput.

**Expected outcome:** Incentivizes employees to rigorously check AI output rather than blindly passing it along to maximize their own production metrics.

Without this reset, the incentive structure actively encourages the behavior behind [[claim-escalation-increase]] and [[claim-quality-control-decline]] — passing work along instead of standing behind a review. It is a component of Step 1 of the [[framework-responsible-human-ai-collaboration]] and complements [[action-redefine-spans-of-control]]. It also helps close the perception/engagement gap in [[claim-perception-gap]] by valuing the higher-order judgment work humans are being asked to do.