As technology has progressed through the centuries, more and more tasks have been automated—that is, more work that previously was performed by humans is now being performed by machines. We’ve had such success in this endeavor that we often take it for granted, but automation is not a given. Innovation requires a thorough understanding of the task, how it is currently performed by a human, and how a machine could perform it, if possible.
The way humans and machines do work is very different. Machines are good at repeating operations a truly astounding number of times, while humans are good at solving novel problems. Machines can handle complicated tasks, but they must be designed to do so by a human (for now at least). In situations where there can be a wide variety of unpredictable challenges, it is simply not possible to design for them all.
So, by and large, jobs where the tasks are predictable can be automated, like fabricating and assembling automobiles, and jobs where the tasks are unpredictable cannot be automated, like performing exploratory surgery or training horses. Does this mean that technology has nothing to offer the surgeon, horse trainer or customer service rep? Of course not! Rather than attempting to design for every possible situation, if we design machines that are appropriate for a majority of the situations a worker will face, we will greatly improve their productivity, while relying on the abilities of the individual to handle the unforeseen. Luckily, there’s a word for such a machine, intended for use by humans: a tool.
At Sensentia, this ancient understanding of the relationship between humans and machines is what directs our innovation. Our technology is developed not to replace humans, but to help them perform even better, by giving them the best possible tools for the job.
About the Author
Nick Farmer is a manager of the Knowledge Engineering team at Sensentia. Nick’s background in linguistics serves as a foundation for programming and natural language inquiries. In his spare time he can be found restoring his Edwardian era home or creating constructed languages for popular science fiction TV shows such as Star Trek and The Expanse.
Share this article
Related articles

The Hidden Cost of Wrong-Fit Enrollments: Why Getting It Right the First Time Matters
Every wrong-fit enrollment sets off a costly chain reaction that most healthcare insurance carriers significantly underestimate. When a member enrolls in a plan that doesn't match their needs, your organization doesn't just face one problem: you face a cascade of issues that drain resources, damage relationships, and ultimately impact your bottom line.

The True Cost of Call Center Turnover in Medicare Advantage
Medicare Advantage call centers live under constant pressure, short Average Handle Time targets, strict CMS compliance rules, and rising member expectations. But there’s another factor quietly eroding performance from the inside: turnover. Annual attrition in Medicare Advantage call centers typically runs between 13–18%. That means nearly one in five representatives leaves within a year, forcing carriers into a cycle of hiring, training, and retraining just to keep seats filled. At first glance, turnover looks like a staffing headache. In reality, it’s a compliance risk, a financial drain, and a member experience problem rolled into one.

Turn Lackluster Enrollments Into Huge Opportunities
There’s a temptation to relax for a little bit and take the foot off the gas pedal. We get that! It can feel good to take a breath. However, now is actually a great time to maximize your lackluster season because it’s all fresh. Make sure you debrief from the sales season so you can document everything before you forget. Yes, KPIs and metrics are going to be part of the conversation, but get intel from your team so that you have the intangible information around how the sales season went.

The Hidden Cost of Wrong-Fit Enrollments: Why Getting It Right the First Time Matters
Every wrong-fit enrollment sets off a costly chain reaction that most healthcare insurance carriers significantly underestimate. When a member enrolls in a plan that doesn't match their needs, your organization doesn't just face one problem: you face a cascade of issues that drain resources, damage relationships, and ultimately impact your bottom line.

The True Cost of Call Center Turnover in Medicare Advantage
Medicare Advantage call centers live under constant pressure, short Average Handle Time targets, strict CMS compliance rules, and rising member expectations. But there’s another factor quietly eroding performance from the inside: turnover. Annual attrition in Medicare Advantage call centers typically runs between 13–18%. That means nearly one in five representatives leaves within a year, forcing carriers into a cycle of hiring, training, and retraining just to keep seats filled. At first glance, turnover looks like a staffing headache. In reality, it’s a compliance risk, a financial drain, and a member experience problem rolled into one.
