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Most of us, businesses as a whole and mere workers of the industry,  are still figuring out how to most effectively use Ai, this evolving technology. And it’s not like it’s just a big word. While AI might be as not as hyped as it was back in 2023, and whilst tools of all kinds have been used literally across the board, in 2024 it is still perceived as too hyped, – read, the technology is not there yet, so what’s the fuzz?Yet, a more clear sentiment is emerging: AI is relatively immature, but these current limitations work in favor, and they offer a great potential, and not just for the developers. And for the mere workers, even with this current state of AI, there’re already huge benefits and great use cases, that we’re about to share in this article.One more quick word before jumping in: this article will suit only those seeking how to optimize your daily and work life, and it’s certainly not for the benefit of those who just want it to be shoehorned into your work or products just for the sake of it, not adding any value what so ever.If you’d be interested, we will write an exposure article of these fishy AI use cases, just let us know.Now we begin.  Has AI Fully Arrived In The Industry? At this point, we pick up on some findings that we have already published in our weekly Marketing Digest – Dripped Digest – on LinkedIn: It turns out that despite the fact that the media liked to exaggerate the “transformative” impact of AI on the world of work, the pace of adoption has slowed compared to 2023. In Retool’s survey on the current state of AI, while many respondents said that their companies are either “running” or “flying” when it comes to AI adoption, overall the number of those who consider themselves leaders has dropped from 13.4% in 2023 to 9.8% in 2024. Furthermore, the progress reported by respondents is largely not transformative  — or at least not yet: the impact of these use cases is rated an average of 6.7 out of 10. And here are some more juicy facts. Even though AI is so great, not all workers are allowed to use AI at work. A higher percentage of 64.2% in 2024 compared to 54% are allowed to use AI freely, but still more than a quarter (27.3%) of employees use AI secretly. And why? So, this article has just taken a turn. The translation of the data above and the whole sentiment of this article: If your company doesn’t know where it stands on AI yet, you could be one of the workers using AI in secret, or join them. Or you could use it as an opportunity to talk to managers about whether you and your team should be allowed to use AI for whatever reason. It’s a good thing we’ve already prepared a list of the big WHYs: why is it useful and why is it safe. AI Use Cases Am I the only one who, when confronted with something completely new, is the first to check whether there is an AI tool that is created to help with exactly that? But let’s start with the most common use cases of AI and then go into more detail. Chatbots for support, which are often used as an example of chatbot usage, are only the third most popular internal live use case for respondents, with writing code or queries coming in first at 42.1%, followed by knowledge base questions at 36.4%. The use cases for content creation are more mixed. While most use cases were within a few percentage points compared to our last check at the end of 2023, there was a divergence of around 5 percentage points in some areas – trends we will keep an eye on: Writing code or queries dropped 5.4 points from 47.5 to 42.1%, as did texting from 32.9% to 28% Support chatbots increased by 5 points from 28.9 to 33.9% Automation of workflows increased by almost 5 percentage points from 12.9 to 17.8% Quick note: Although Retool calls AI notebreakers a harmless use case, we at Scale Final use them daily, and although it’s very simple, it increases productivity and keeps us all on the same page. On a side note, there’s no room for those who weren’t paying attention or weren’t even present during the conversation. And now for more application examples from our team: Sviatoslav P., CMO: Mariia L., graphic designer: Semyon I., Youtube head: Igor V., a full-stack developer, and I, Yana P., a content writer, speak from the heart: ChatGPT is the king of kings. It’s great when you’re investigating or learning about a new tool or service. It speeds up the process immensely. It’s also great when you need a simple explanation with pros and cons that gives you a basic understanding before you dive in. One more present: 41 tools for everything in digital marketing. Just follow the link and enjoy your streamlined processes. AI Benefits: Improving Individual and Organizational Performance While the use of AI technology is still in its infancy, it is undeniably changing the way we work— – transforming tasks from the mundane to the complex. Despite the gradual adoption and mixed feelings about the current possibilities, the benefits of AI on an individual and organizational level are significant and deserve attention. 1. Increased efficiency and productivity: AI tools have proven successful in automating repetitive tasks, allowing employees to focus on more strategic and creative tasks. This not only increases productivity, but also job satisfaction by reducing the burnout associated with tedious tasks. 2. Improved decision making: AI’s ability to analyze large amounts of data quickly and accurately provides employees and managers with insights that were previously unattainable. This data-driven approach supports better business decisions and promotes a more analytical and informed company culture. 3. Increased creativity and innovation: By taking over routine analysis and

The motion of work-life balance is not popular just because we all have that neurotic part of us that, if not reminded, can bury us in work to get more done. It’s not because we do it for our own good, the good of our physical and mental health. It’s a popular motion because the companies that think about the health of their employees are more successful in the long run. Thus, for a company to find a balance with each individual employee between their professional duties and their personal time. At Scale Final, we too believe in the power of finding the right balance to create a supportive and successful work environment. We also believe that there is no limit to improvement, and we are constantly on a journey to get to know our employees better. When we know them better, we also know how to create better conditions for them so that our results are better and we are more resilient as a team. We recently hired a Happiness Manager to make sure everyone gets what they need, but also to collect and analyze data to continuously assess the impact of our joint offering. Anton has conducted a study on the interests of our employees so that we can launch more community-building activities tailored to their interests.In this text, we give you a general overview of our interests, how some of them become rituals and how this affects our business success. I have chosen to divide these rituals into a morning-day-evening framework and then add how this influences the entity called “Scale Final”. Morning rituals: Activating the Mind and Body How we start our day sets the tone for the hours that follow. For some of us, such as myself, a morning workout is key to kick-starting the brain, as science proves the benefits of exercise for cognitive clarity and energy. Others may find peace and contentment in meditation or yoga, which also aligns with studies highlighting their stress-reducing and concentration-boosting effects. Daytime rituals: With or without music As soon as the working day begins, our routines are different. Silence is worth its weight in gold for those who require deep concentration, research supports the idea that certain types of music or ambient noise can stimulate faster and more innovative thinking. Whether it’s the quiet of a noise-free room or the motivational boost of a playlist, the key to our productivity lies in finding what best enhances our concentration. Vladyslav’s playlist of soundtracks for competitive games could be considered unconventional, but it’s backed by research that suggests certain types of music can increase alertness and improve the ability to complete tasks faster. These different preferences reflect a universal truth: there is no one-size-fits-all strategy, even for productivity. Embracing our differences is key to fostering an inclusive and supportive workplace. Good thing we don’t have to conform, because Scale Final manages remote teams across Europe (link). Evening rituals: unwinding Relaxing after a busy day is just as important as the work itself. Activities such as playing, sports or spending time with pets not only help us to relax, but also play an important role in mental health. Studies show that leisure activities can significantly reduce stress and improve overall emotional well-being, allowing us to recover for the next day. There has also been the idea of taking one lazy day a week to switch off (link). So take the opportunity to take a deep breath in this fast-paced world. Our common thread: A commitment to culture and community What unites us at Scale Final is not just our individual routines, but our shared commitment to a work culture that embraces diversity in work habits. By recognizing and supporting everyone’s best practices for success, we create an inclusive, innovative and productive environment.

Let’s face it: traditional hierarchical structures are good in traditional circumstances with traditional people with their highly predictable future within traditional belief systems. But the way we live today, no matter where on the globe, is anything but traditional. We work remotely, in projects and the rules of our work are changing fast. When you then factor in the pace of technological progress, traditional hierarchies can only slow down innovation because they slow down decision-making processes, for example. At Scale Final, we have opted for a flat organizational structure and a dynamic and inclusive workplace. This means that every individual is involved in the processes and develops ideas without the constraints of traditional hierarchies. Embracing Inclusivity The best ideas can come from anywhere and anyone. You can only organize your organization so that everyone is allowed to be creative and you are willing to hear every voice, from interns to executives. This breaks down barriers and creates a free flow of ideas and perspectives that fosters innovation and creativity. By giving everyone a seat at the table, we harness the collective intelligence of our diverse workforce. (The idea that interns are subordinate to managers is a bit outdated, especially in this creativity. People can be creative at any stage of their career, and it’s certainly not defined by their current position. In addition, we are fortunate that all our employees are simply brilliant, with some simply being longer expert than others).  Open Communication Channels Some people have nervous tics when they receive notifications from Microsoft Teams or Slack. You can’t really control the fact that some find their job a form of torture. What you can do is create an atmosphere that is as transparent and understanding as possible and encourage your employees to communicate so that your team becomes a community. We have created open communication channels (not just work-related, of course) where employees can freely share their thoughts, concerns and ideas without fear of judgment or bureaucratic hurdles. Incidentally, we also have a channel with cats and dogs, with one of our developers reminds us all to celebrate “It’s Wednesday, dudes” day. It all gets the conversation going, ensures transparency, mutual understanding and brings a bit of fun and levity to the game. Collaborative Decision-Making The creative process does not end with making decisions. Although, of course, in a traditional hierarchical structure, decision making is often in the hands of a few managers. At Scale Final, we involve employees at all levels in the decision-making process. Everyone has a sense of ownership and responsibility. When employees feel that their input is important, they are more engaged and motivated to work towards common goals. And in a way, it just feels more natural when you think about it. Of course, this can only happen if you hire professionals. Empowerment and Autonomy One of the main advantages of a flat organizational structure is the personal responsibility it gives employees. Without rigid hierarchical boundaries, team members are encouraged to take initiative, experiment with new ideas and lead projects. This autonomy fosters a culture of trust and respect where employees feel valued and are more willing to take calculated risks that can lead to breakthrough innovations. Realizing Ideas Together The path from idea to implementation is a collective effort. Teams from different departments work together seamlessly, using their different skills and expertise to bring ideas to life. This collaborative spirit is also evident in our project management practices, where teams work in an agile and flexible way, adapting quickly to changes and challenges. By working together without hierarchical constraints, we achieve more and celebrate our successes as one. Continuous Improvement Our flat organizational structure is not just about breaking down barriers, but also about continuous improvement. We regularly gather feedback from our employees to improve our processes and practices. By constantly evolving, we maintain our competitive advantage and ensure sustainable growth. Conclusion At Scale Final, we pride ourselves on our flat organizational structure that fosters inclusion, open communication and collaborative decision-making. By giving every employee the opportunity to actively contribute to our processes and develop ideas, we create a dynamic and innovative workplace. We are confident that our collective efforts will lead to great success as we continue to break down barriers.

People can only band together in groups or form a community if the atmosphere in the workplace doesn’t feel too bureaucratic, rigit and, well, off. (Or people can band together against oppressive bosses, but that’s a story for another blog post.)  Before a company introduces mandatory parties, off-work activities, team buildings, etc., it needs to think about itself at a C-level, figure out the goals and aspirations, the values behind the company, and then formulate a clear and transparent company culture so that its employees can live those values.  Good thing we don’t have to go into detail about how a company does this and why, because I’ve written a piece about that already (find here). Once you have formulated these values, which are the backbone of any organization that strives for sustainable growth and long-term existence, and your team implements them, you can foster the sense of community in two steps: Today we will talk about how to approach this task of building connections, why certain activities are better than others and why you need to foster a sense of community among employees. People-first approach People-first approach means that the company should recognize each employee with their unique contributions and respect their individual needs and aspirations. This can manifest itself in different ways. For example, flexible work schedules, the ability to be remote and regular face-to-face meetings can help managers and employees build mutual trust and align on personal and career goals. You are not their dictator. Your employees, regardless of rank, are in some ways your mentors and advisors, as long as you hired the professiolanls in their respective fields. And, of course, they are people too, not functions or mere task performers. This empowerment boosts morale and fosters a sense of belonging and purpose, which is critical to building a community. Introduce community-building activities As I mentioned earlier, you also need to encourage community building by introducing activities outside of work so that people have time to get to know each other. Choosing the right activities is crucial: they should reflect the values and culture of the organisation while catering to the diverse interests of employees.  Here’s how you should go about choosing these activities: Evaluate the impact Finally, it is important to continuously evaluate the impact of these community-building activities. Regular surveys, feedback forms and discussions in town hall meetings can provide invaluable insights. Metrics such as employee engagement, job satisfaction and participation in activities can provide quantitative data, while employee testimonials and anecdotal evidence can provide qualitative insights. By combining a thoughtful people-first approach with strategically selected activities, Scale Final creates a thriving community.And we not only operate efficiency. We are also a resilient and engaged collective that is equipped to meet the challenges of a dynamic business environment.