How to mitigate the psychological impact of AI in your workplace

In his latest shareholders meeting, Warren Buffet made a profound statement that AI is out of the box and there is no stopping it. Good or bad, it is here. He related it to the atomic bomb’s massive impact on the planet.

Ernst & Young’s AI Anxiety in Business Survey found that 48% of employees are concerned about AI, and 41% think it is moving too fast. More than 70% are concerned AI will impact their compensation, 67% feel they could lose out on promotion because of a lack of AI knowledge, and 66% worry that if they do not us AI at work, they will fall behind.

The American Psychological Association’s 2023 Work America Study found that nearly 40% of workers worry that AI will take some or all of their jobs, making them obsolete.

These fears are not unfounded. The World Economic Forum estimated that AI will replace 85 million jobs by 2025, so it’s natural that the rapid rise of AI is causing considerable stress in the workplace.

Mitigate the impact of AI as a psychosocial risk factor

In previous posts, I’ve discussed managing psychosocial factors that can drain employees. As leaders, we must recognize that the drain of AI will only grow.

When a psychosocial risk factor is perceived as draining, based on its frequency, duration, and intensity, it can lead to fatigue, accidents, isolation, stress, and burnout. Employees experiencing psychosocial hazards are at increased risk of mental harm, injuries, and illness.

One way to mitigate the risk of AI-induced stress in your workplace use focus groups and surveys to assess employeees’ experiences and concerns.

In addition, you may consider the following steps to help workers navigate the approaching AI wave and proactively manage its impact to protect employees’ health, performance, and retention.

• Understand and anticipate resistance to change - AI is evolving and maturing rapidly, and most of us cannot process its exponential growth. AI will drive a significant shift in how work is organized and performed. When facilitating a psychological health and safety audit or developing a workplace mental health plan, take stock of the degree to which AI is perceived as a charge or a drain on employees’ well-being.
• Support employees’ mental fitness - Unlike machines, humans feel emotions. Stress can increase tension and conflict if not dealt with appropriately. Mental fitness can help employees accept what they can and cannot control and mitigate worry, anxiety, and mental harm related to the changes AI will bring.
• Facilitate and implement a transparent AI-in-the-workplace policy - AI has many positive benefits and potential risks, such as fraud and privacy issues. For example, we hear about voice and video dupes and many other ways AI is manipulated for criminal gain. In recognition of this, many organizations are developing AI policies; some are even creating Chief AI Officer An AI policy must clearly outline expectations regarding approved AI platforms, data privacy, usage, access, limits, security, and applicability to work.
• Provide training to set employees up for success - With the rapid advancement of AI, it’s likely that job entry will be defined less by a candidate’s education and more by their ability to adapt and learn. Employees must be open and embrace learning to ensure they are set up for career success. Leaders can offer opportunities for upgrading skills so employees can enhance their value proposition to the organization and stay current on AI policies.
• Communicate often and be transparent - Ensure employees understand how AI may change certain job functions and eliminate others. To offset the challenges it will bring, be sure to share information about new job opportunities and training that is available in equal measure. Being transparent can help mitigate the inevitable fear that will come with a change that affects every aspect of employees’ lives.

This Forbes article, highlights that AI may replace some workers and create new jobs like machine learning engineers, health data analysts, agro technologists, data scientists, and specialized researchers. However, it also reinforces that core human skills like empathy, problem-solving, leadership, and creativity are soft skills that will always be critical to business success.

As Buffett says, there is no turning back. People may resist, but the future of work will require constant upskilling and adapting. You can help your employees embrace this evolution by regularly taking stock of the impact AI is having in your workplace, putting plans and policies in place to maximize the synergy between humans and technology, and training and communicating to help ease the stress and drain on them in this new normal.

Get to know the authors – Dr. Bill Howatt