Pegasus Logistics’ Hiram Hartnett discusses using AI to streamline repetitive tasks, with the aim of enhancing workforce potential rather than reducing labor.
Clear communication about AI’s role helps alleviate employee anxiety and fosters opportunities for creativity and empathy.
As AI transforms industries, some companies panic about pink slips. But those who use the technology effectively will build smarter, stronger, more human-powered businesses.
Hiram Hartnett, EVP of Sales at Pegasus Logistics, champions AI as a way to boost human potential and upgrade the quality of work—an approach baked into the company’s DNA.
Better work, not less: Pegasus uses AI to streamline repetitive tasks like data entry and accounting, but with intention. “The idea is not to cut labor,” Hartnett says. “It’s to get more efficient and give people better work to do.” For Pegasus, automation means unlocking human potential, not sidelining it.
Talk it out: AI adoption can stir up anxiety, and it’s best not swept under the rug. Instead, companies should communicate clearly: AI handles the rote stuff so people can focus on what only humans do best—connection, creativity, and empathy. More than just change management, proactive communication creates opportunities.
Culture that clicks: ‘Support’ isn’t a buzzword at Pegasus, it’s a daily practice. Take their “High Five” program: 400 to 500 digital shoutouts fly around each month, recognizing employees for living out the company’s values. “We spend a lot of time and effort trying to drive that which reinforces culture,” Hartnett says. Recognition isn’t performative. It’s productive.
‘Learners’ over ‘knowers’: When tech shifts, mindsets matter. “We want a learner mindset,” Hartnett emphasizes. “You want to make sure you’re not a knower, you’re a learner.” That distinction proved critical post-COVID, when reps who couldn’t pivot to virtual struggled. Agility is no longer just an asset, it’s a hiring requirement.
Get it done: Beyond adaptability, Hartnett prioritizes people who are “relentlessly resourceful,” act with “high integrity,” and bring a sense of urgency. “We want people who want to get things done,” he says. It’s all part of a winning system: building the right support so good people can do great work with smart tools.
Pegasus Logistics’ Hiram Hartnett discusses using AI to streamline repetitive tasks, with the aim of enhancing workforce potential rather than reducing labor.
Clear communication about AI’s role helps alleviate employee anxiety and fosters opportunities for creativity and empathy.
Pegasus Logistics
As AI transforms industries, some companies panic about pink slips. But those who use the technology effectively will build smarter, stronger, more human-powered businesses.
Hiram Hartnett, EVP of Sales at Pegasus Logistics, champions AI as a way to boost human potential and upgrade the quality of work—an approach baked into the company’s DNA.
Better work, not less: Pegasus uses AI to streamline repetitive tasks like data entry and accounting, but with intention. “The idea is not to cut labor,” Hartnett says. “It’s to get more efficient and give people better work to do.” For Pegasus, automation means unlocking human potential, not sidelining it.
Talk it out: AI adoption can stir up anxiety, and it’s best not swept under the rug. Instead, companies should communicate clearly: AI handles the rote stuff so people can focus on what only humans do best—connection, creativity, and empathy. More than just change management, proactive communication creates opportunities.
Culture that clicks: ‘Support’ isn’t a buzzword at Pegasus, it’s a daily practice. Take their “High Five” program: 400 to 500 digital shoutouts fly around each month, recognizing employees for living out the company’s values. “We spend a lot of time and effort trying to drive that which reinforces culture,” Hartnett says. Recognition isn’t performative. It’s productive.
Pegasus Logistics
‘Learners’ over ‘knowers’: When tech shifts, mindsets matter. “We want a learner mindset,” Hartnett emphasizes. “You want to make sure you’re not a knower, you’re a learner.” That distinction proved critical post-COVID, when reps who couldn’t pivot to virtual struggled. Agility is no longer just an asset, it’s a hiring requirement.
Get it done: Beyond adaptability, Hartnett prioritizes people who are “relentlessly resourceful,” act with “high integrity,” and bring a sense of urgency. “We want people who want to get things done,” he says. It’s all part of a winning system: building the right support so good people can do great work with smart tools.
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