1. What inspired the creation of stronger workplace experience tools, and what problems are they meant to solve?
Work shouldn’t feel harder than it needs to. Most companies still rely on disconnected systems that weren’t designed for how teams actually operate today—across time zones, devices, and office types. People waste too much time trying to find the right update, colleague, or space.
At Appspace, we focus on removing that friction. Whether it’s employee communications, space reservation, or content management, all of Appspace’s products solve a clear pain point. But together, they create a unified workplace experience: a single platform where employees can get what they need without switching between tools.
We see this with global organizations like GSK, where employees use Appspace to get updates, reserve rooms, navigate buildings, and connect with teammates, all in one place. When employees can see what matters, act on it, and move forward quickly, the entire organization becomes faster, more informed, and more aligned. That’s the goal: make work easier and more connected, not more complicated.
2. Amid the AI explosion, what should HR leaders prioritize to deliver near-term impact for employees and managers?
Start where people feel the most friction. If AI doesn’t make the workday lighter, it won’t last.
The most significant opportunity today is using AI to improve coordination by helping people find the right information, colleague, or resource at the exact moment they need it. That’s the hidden work that steals hours every week.
HR leaders can start small and focus on three areas:
● Simplify management. Give managers tools that automate repetitive tasks so they can spend time leading, not tracking.
● Personalize information. Help employees get relevant updates without having to dig for them.
● Create consistency. Bridge remote, hybrid, and frontline environments so people feel part of one connected company.
At Appspace, we’ve seen firsthand how AI can reduce noise and improve alignment across global teams, from surfacing key updates to summarizing decisions, so work feels smoother, not full of friction.
3. Many organizations worry about AI fatigue. What guidance would you offer to leaders who want to introduce AI responsibly?
AI fatigue comes from big promises and vague results. Start small, be transparent, and show progress early.
A few rules of thumb:
● Keep it immediate. Use AI to help employees get answers faster.
● Automate the boring stuff. Scheduling, summaries, recaps. This is a good place to start.
● Stay inside existing tools. Don’t make people learn something new just to get value.
● Show the payoff. Track time saved and decisions made faster.
When the purpose is clear, AI becomes a teammate, not a threat. AI doesn’t need fanfare. It needs to make work simpler from day one.
4. Where can AI have the biggest impact on collaboration, especially in hybrid environments?
Hybrid work creates uncertainty. People want to know whether an in-office day will actually pay off. AI can take out the guesswork by showing who plans to be on site, recommending the best spaces for the work at hand, predicting busy days, or flagging relevant updates.
For distributed teams, AI also provides the missing context, like who’s available, when, and what matters most, so coordination feels natural. That’s real collaboration: not more meetings, but fewer missed connections.
5. How should HR get started with AI without overwhelming employees?
Start where frustration is highest and fix visible problems.
● The employee who missed an important update.
● The team that wasted time finding a room.
● The frontline worker who never sees news from headquarters.
Solve those moments first. People feel the benefit immediately, and adoption follows. Keep the rollout transparent, embed AI into tools employees already use, and measure what matters—time saved, reduced confusion, and fewer missed updates.
6. Looking ahead to 2026, what workplace trend should HR leaders not underestimate?
Rising team member expectations are the trend. Give team members instant visibility into events, teammates, and priorities. Reduce the taps or lose attention.
The shift is subtle but important. Team members are no longer asking only for flexible schedules or better communication channels. They want a workday that feels coordinated. They want fewer surprises. They want a sense that the organization moves with them, not around them.
Leaders who focus on building that predictability will reduce stress, strengthen trust, and help teams feel grounded no matter where they work. Small frustrations add up, and the organizations that remove those daily points of friction will create a healthier employee experience.
Teams do not need more noise in 2026. They need confidence in what to do next, regardless of where they are working.
7. As a CEO, what excites you most about AI in HR tech right now?
We’re finally past debating where people work. The workplace has already changed; now it’s about helping teams feel connected again.
The next phase of HR tech will center on:
● Fewer tools, more coherence. Simplifying the digital environment so information, updates, and resources live in one place.
● AI that simplifies. Practical use cases that reduce friction—helping people find what they need and act faster.
● Better listening. Building experiences based on how employees actually work—whether they’re in an office, on the frontlines, or across time zones.
At Appspace, we don’t waste energy debating office mandates. We focus on making the workday more intentional, less fragmented, and more connected for every employee. If AI continues to move in that direction, 2026 will be a great year for both employees and leaders.
