I think most workplace “psychosocial risk” programs fail at the moment that matters most: the moment an interaction goes sideways – real-time. Surveys and six-month retrospectives are useful, but they are often conducted too late. They tell you what happened, long after the tone, wording, or power move has already shaped trust, participation, and decision quality.
Imagine a chat app in every team member’s hand, where members can detect issues as they occur, name them without theatrics, and address them proportionately in as they occur. Not by escalating straight to formal complaints, and not by waiting for trend data. By capturing micro-conflicts when they are still small enough to fix.
That is the niche SpatzAI targets: a micro-conflict toolkit embedded in day-to-day messaging that turns “something felt off” into a fair, observable, actionable record.
Detection becomes simple: a team member flags objectionable delivery or behavior at the exact moment it happens, tied to the specific incident rather than a generalised label on a survey.
Risk assessment becomes immediate: the app and AI can supply prompts in real-time to classify the interaction by severity and exposure in context, using a shared language for what counts as a minor spat versus a deeper dispute.
Control becomes practical: the app guides proportionate interventions in the flow of work, from a light caution through to a formal stop-and-review when the issue is not resolved.
Manage becomes visible: actions, acknowledgments, apologies, evidence, and outcomes are logged in one place, creating a living record of how the team responds under tension.
Governance becomes continuous: management and HR see real-time behavioral performance signals, not for punitive surveillance, but as oversight of process quality, repeat patterns, and unresolved hotspots.
The payoff is leverage. When micro-conflicts are handled early and without external intervention, fewer problems metastasise into formal grievances, prolonged resentment, absenteeism, or attrition. Teams gain control over their own everyday friction, while managers and HR regain capacity for the genuinely serious cases that require deeper investigation, mediation, or formal disciplinary pathways.
SpatzAI does not replace existing psychosocial risk frameworks. It fills the gap they leave open: real-time fairness at the interaction level, before issues have time to compound into a hazard or risk.
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