The grain and feed industry has embraced automation for everything from batching systems to inventory management, but when it comes to performance conversations, artificial intelligence has clear limitations. That was the key message from Erin Mies, co-founder of People Smart Consulting, during her presentation at the 2026 GEAPS Exchange.
Mies, who brings more than 20 years of experience consulting with agricultural businesses, addressed attendees about the irreplaceable role of human connection in employee management. “Thanks to technology, we can instantly communicate with anyone across the world,” Mies noted. “And at the same time, it doesn’t help us know what to say.”
The foundation of employee retention
Research shows that meaningful feedback ranks among the top drivers of employee engagement, yet it remains a weakness for many managers. Mies referenced Gallup’s eight factors of engagement, explaining how employees need to experience both personal growth opportunities and strong workplace relationships to stay committed to their organizations.
“We think that we are pretty good at giving feedback to our employees,” Mies observed. “And you know what they say? Actually, I haven’t received that. Only one out of five would say, yeah, I’ve received meaningful feedback.”
The challenge becomes more complex in an industry where 12-hour days and weekend shifts are common during peak seasons. Managers often hesitate to address performance issues, fearing they might lose valuable employees in an already tight labor market.
Where AI helps and where it falls short
While artificial intelligence can assist managers in crafting talking points and analyzing performance data, Mies emphasized its limitations in actual conversations. “AI can be very helpful in helping you find the right words,” she explained. “It’s not going to be able to help you deliver the message.”
The presentation highlighted that 93% of communication comes from tone and body language – elements that AI cannot replicate or interpret. This makes face-to-face conversations essential for addressing serious performance issues, even when technology offers seemingly easier alternatives.
Practical tools for better conversations
Mies introduced several frameworks for effective performance discussions, including the “behavior, impact, tomorrow” model for delivering specific feedback. She also demonstrated contrasting statements – a technique using “my intent is” and “my intent is not” to clarify purpose and reduce defensiveness.
“People don’t question your words. They question your motives,” Mies emphasized, explaining why trust-building remains fundamental to successful coaching relationships.
The session concluded with a reminder that while AI continues advancing, the human elements of leadership, listening, caring and building relationships, remain irreplaceable in creating engaged, productive teams.
