Employee Concern Spotlight: Will AI Replace My Job?

It’s been a hot topic for a while now, right? Ready or not, AI is here, and you likely have dabbled in it or use a platform regularly to assist you in your work life and personal life.

AI is changing rapidly and is still taking shape. Employer concerns include privacy, client confidentiality, data security, misinformation, liability, misuse, and company and community responsibility.

But what are you doing about possible concerns your employees may be experiencing?

Employees’ concerns about workplace AI implementation may include: 

• What AI tools should I be using?
• When should I not be using AI?
• I read the AI Policy. But [insert head scratch], what does that look like in my daily work?
• I’m struggling with learning AI. Who can help me?
• Will AI contribute to layoffs in our org?
• Will AI make my job obsolete?

You’re learning, too. I get it. But I recommend stepping into vulnerability and addressing the team now, even when you don’t have all the answers.

Did you know that not communicating is still communicating?

Getting vulnerable and prioritizing psychological safety

Employees may assume that your lack of engagement means they are on their own, not valued, or being left behind.

How can you bring this conversation into the open? How can you normalize and promote that AI is change management? How can you support employees experiencing discomfort and uncertainty?

Google’s Aristotle project found that psychological safety (which requires vulnerability) was the #1 predictor of a high-performing team.

And researcher and author Brené Brown found that 91% of employees state that a leader’s willingness to be vulnerable makes them more trustworthy.

If you have some entry-level or repetitive admin jobs that may be replaced in part or entirely by AI, have you been avoiding the question your employees are likely thinking: Are my days numbered?

What if you could get in front of it while building trust? What if you could consider learning and development pathways to advance team members who are aligned with your mission and values and already onboarded?

What if you could share career mapping that gave a big picture view of how employees can grow in your company? And what new job roles need to be created to meet the needs of your business when AI is more integrated?

AI replacing some tasks or roles in an org doesn’t HAVE to equate to reductions in force in the workplace. Fewer staff and greater labor cost savings don’t guarantee a better company reputation, industry stability, or customer satisfaction.

Instead of a singular focus on productivity with workplace AI implementation, ZOOM OUT, and consider:

1. Who is ready to learn and grow?
2. Who would benefit from a peer mentor?
3. Who would benefit from formal training?
4. Who could take on new roles created as we implement AI?
5. Do we need new roles that address Ethics? Compliance? Audits? Engineering? Training? Change Management? Risk? Evaluation? Integration?
6. Who could take on new roles to enhance connection and people service?

The bottom line: AI can do a lot, but it can’t be you

So, will AI replace some tasks and roles? Probably.

Will you need new roles in response to workplace AI integration? Most likely.

Can AI replace all roles? Never.

Instead, consider how you can:

1. Build and retain trust by having vulnerable conversations sooner rather than later, and
2. Leverage and develop your current people as retained contributors.

Need help with upskilling your people?

HR Annie Training offers workshops, events, online learning, one-on-one coaching, and live facilitation for custom training.