---
id: "action-restructure-evaluations"
type: "action-item"
source_timestamps: ["§ How the Company Gained Buy-In", "§ Advice for Other Organizations"]
tags: ["performance-management", "hr"]
related: ["concept-risk-free-adoption", "concept-span-of-control-vs-accountability", "quote-safe-harbor-compliance", "question-long-term-accountability"]
speakers: ["Iavor Bojinov"]
action: "Remove career risk for following AI recommendations, even if outcomes fall short of quotas."
outcome: "Eliminates fear-based resistance to new technology and aligns accountability with the reduced span of control."
sources: ["adoption"]
sourceVaultSlug: "hbr-seg-adoption"
originDay: 9
articleStem: "hbr-edu-41-french-spirits-employee-buy-in"
sourceUrl: "https://hbr.org/2025/12/how-a-french-spirits-company-created-employee-buy-in-for-ai"
sourceTitle: "How a French Spirits Company Created Employee Buy-In for AI"
---
# Restructure Evaluations to Remove AI Adoption Risk

**Action:** Remove career risk for following AI recommendations, even if outcomes fall short of quotas.

Redesign performance metrics so that employees who follow AI recommendations but miss targets are not penalized. Conversely, apply scrutiny to those who ignore the tools and miss targets (see [[quote-safe-harbor-compliance]]). Consider providing additional bonuses to employees who use the tools successfully.

**Outcome:** Eliminates fear-based resistance to new technology and aligns accountability with the reduced span of control ([[concept-span-of-control-vs-accountability]], [[concept-risk-free-adoption]]). This is pillar 2 of [[framework-pernod-ricard-buy-in]] and step 4 of [[framework-hbs-ai-adoption-playbook]].

**Caveat.** Per [[question-long-term-accountability]], this safe harbor is a transitional device — organizations must eventually re-blend results and appropriate-use in evaluations once the tool becomes the mandatory baseline.


## Related across articles
- [[action-reward-output-over-input]]