Mitigating employee fears of AI with a human-centered approach

- You might feel that mitigating employees fears of AI falls out of the scope of your role as a leader. But did you know that data from the American Psychological Association shows that workers worried about AI have a more negative perception of the workplace and their psychological health? It is without question that there are direct correlations between psychological safety AI impacts employee motivation, performance engagement, and retention. This is why addressing fears of AI head on with your employees requires a human centered approach. This can feel challenging for you as a leader because you lack all of the answers, but what you do have is your humanity, which enables you to be empathetic, authentic, transparent, and people centered to address fears, breakdown barriers, and lay the groundwork for having meaningful career conversations in the future. Humanizing your approach to mitigating fears will require that you be empathetic and compassionate in ways that demonstrate that you see and hear them, support them, and provide a space for them to be vulnerable. Show your vulnerability by acknowledging that AI is changing work rapidly. You do not have all the answers and are also managing uncertainty. Employee perspectives will range from curiosity and excitement about the future to disbelief and fear. So you need to meet each employee where they are and help them adapt to change. Stick to the facts by acknowledging that AI will impact most jobs, but in the short term, not all jobs, all at once and in the same way. Transparency helps in alleviating fears and uncertainties. So be transparent about your company's culture and vision for AI in the future. Share what PWC refers to as your company's future of work narrative. That is, what the future of work means to your organization, people, jobs, initiatives, goals, and expected outcomes. And if you do not know, ask. Your employees will expect you to know this. Give voice to employees by providing channels for them to voice their concerns and suggestions about AI in one-on-ones staff meetings and town halls, and use the opportunity to demystify AI. You need to be an authentic beacon of light for employees to move them from a fixed to growth mindset and help eliminate a path forward that they could not imagine alone. Showcase examples and use cases where AI works alongside humans, enhancing their work rather than replacing it. Inspire them to move from fear to curiosity and experimentation with AI. Walmart, P & G, and Deloitte are examples of organizations that have expanded access to employees to drive experimentation, develop use cases, and make AI relatable context for employees. Knowledge, upskilling, and continuous learning can be the kryptonite for fear, so empower them through learning so they are prepared to face the future of work confidently. Finally, check for wellbeing and provide support where needed. After all, you are leading human employees into a future and new frontier of work driven by AI, and this will be challenging for some of your employees. The next link in the chain in mitigating employees fears is helping them discover new possibilities. In the next video, I will talk about the role that futures thinking and scenario planning plays in helping you co-create future possibilities with your employees.