ALKHOBAR: At 10 p.m. in Riyadh, a marketing executive checks her inbox one last time. She has already answered over 100 emails, managed a constant stream of Teams messages, and sat through five back-to-back meetings. By 6 a.m., she will be back online.
This “infinite workday” is becoming the norm. According to Microsoft’s latest Work Trend Index, nearly 30 percent of employees check email late at night, while 40 percent are online by early morning. The average Saudi worker now faces a flood of 117 emails and 153 Teams messages daily, with interruptions every two minutes — a pattern that has blurred the line between work and rest.
For Turki Badhris, president of Microsoft Arabia, this is precisely why organizations must move beyond basic digitization toward full transformation.
“AI is not a passing trend. It’s a generational shift that is redefining how work gets done, how decisions are made, and how value is created,” Badhris told Arab News. “The organizations that thrive will be those that are willing to reimagine, not just automate, how work works.”
Turki Badhris, president of Microsoft Arabia. (Supplied)
He calls this the “Frontier Firm mindset,” where companies redesign workflows to cut through digital noise and unlock focus, rather than simply adding new technology on top of old processes.
Human resources professionals are seeing the human cost of this always-on culture firsthand.
“With digital transformation under Vision 2030 and the shift to flexible work models after the pandemic, it’s becoming harder for people to switch off,” said Aminah Alalaiwi, assistant manager HR Business Partner at Bupa Arabia.
“Over time, that takes a real toll on the employee and induces burnout, stress, and lower engagement,” she said.
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To address this, Alalaiwi completed Mental Health First Aid training, an initiative her company encouraged.
“It gave me the tools to spot early signs of struggle and respond in a way that actually helps,” she added. “That’s why I believe HR has to go beyond policies. We need to actively create cultures where well-being and performance reinforce each other.”
AI adoption is already demonstrating its potential to reshape work across the Kingdom. At Obeikan Investment Group, the O3ai platform — built on Azure OpenAI and IoT — analyzes production data in real time, boosting operational efficiency by 30 percent and cutting costs by a similar margin across 20 factories.
Aminah Alalaiwi, assistant manager HR Business Partner at Bupa Arabia. (Supplied)
At Ma’aden, Microsoft Copilot and Azure OpenAI are used to summarize policies, draft documents, and automate governance workflows, saving employees more than 2,200 hours every month. At Sanabil Investments, structured adoption of Copilot led to 70 percent employee uptake in just two months, cutting content creation time by 50 percent.
Badhris emphasizes that Microsoft’s role is to help companies go beyond merely deploying tools.
“We work hand-in-hand with leaders to align technology adoption with business priorities, governance frameworks, and change management strategies,” he said. “Our approach is about co-creating roadmaps for responsible innovation.”
To support this transformation, Microsoft is investing heavily in local infrastructure. Its new cloud datacenter region in Saudi Arabia will provide enterprise-grade services with low-latency access and full compliance with data residency requirements, enabling organizations to scale AI securely.
DID YOU KNOW?
• Microsoft Arabia has committed to training 100,000 Saudi nationals in AI skills by 2025.
• The initiative has been launched in partnership with the Ministry of Communications and Information Technology and SDAIA Academy.
• AI adoption is already demonstrating its potential to reshape work across the Kingdom.
But as Alalaiwi warns, even the best tools can backfire without clear boundaries.
“AI can automate repetitive tasks, prioritize communications, and support smarter scheduling, reducing stress and allowing employees to disconnect after hours,” she said. “However, without clear policies, these same tools can generate more notifications, blur boundaries, and increase the expectation of being ‘always available.’”
Skilling remains a cornerstone of this shift. Microsoft Arabia has committed to training 100,000 Saudi nationals in AI skills by 2025, in partnership with the Ministry of Communications and Information Technology and SDAIA Academy. Programs like the Microsoft AI Academy and the Center of Excellence for AI and Cloud Computing aim to prepare Saudi talent with globally recognized certifications and hands-on skills.
Microsoft Arabia has committed to training 100,000 Saudi nationals in AI skills by 2025, in partnership with the Ministry of Communications and Information Technology and SDAIA Academy. (Supplied)
Badhris advises business leaders to act now rather than wait for a perfect plan.
“Start small but start now,” he said. “Identify where AI can cut through the noise, reduce repetitive tasks, and unlock focus. These quick wins often become the catalyst for deeper cultural change.”
As Saudi Arabia accelerates toward Vision 2030, the pressure to transform digitally is rising. But Badhris believes the real competitive edge in the AI era will come not from being the busiest, but from being the smartest—and the most human.
“We can let work spill endlessly into our evenings,” he said, “or we can reclaim time for the things that matter.”
