Feature
More companies are embracing artificial intelligence to automate tasks and create efficiencies, often with the goal of making employees’ jobs easier. But, the expansion of AI is worrying many employees, and many say it’s having a negative impact on their mental health.
According to the American Psychological Association’s 2023 Work in America Survey of 2,515 employees, 38% said they worry AI could make some or all of their job duties obsolete.
Among these employees, more than half said their work is having an impact on their mental health. They report feeling extra stressed, irritable, emotionally exhausted and less productive, motivated and effective at work. They also reported not feeling valued and potentially planning to look for a new job in the next year.
While this is the first time the APA has included questions about AI and mental health in its annual survey, Dennis Stolle, senior director of APA’s Office of Applied Psychology, said he had an “inkling” that it was a concern.
“It really underscores that there is something happening, and it's happening right now and it's not going to go away on its own,” he said. “We need to pay attention to this.”
PwC predicts that AI will “start to fundamentally change how business gets done” in 2024. If companies don’t take steps to address employees' concerns about the technology, it could have long-term effects on their well-being and workplace culture, Stolle said.
The Future Impact of AI on Mental Health and Workplace Culture
AI is still relatively new for many employees. “Anything that’s unknown is always going to create some level of anxiety,” said Trevor Bogan, regional director of Top Employers Institute, which offers human resources certification and insights.
But, it’s up to business leaders and HR teams to address these concerns, he said. They need to be intentional about explaining what AI technologies they’re implementing and the benefits and potential impact they bring to employees.
“Because if you implement it with the wrong ethical principles, the wrong concepts, the wrong strategy, this could really hurt your employee engagement,” Bogan said.
Luckily, many employers are already addressing this. According to the Top Employers Institute’s World of Work Trends 2024 report, 84% of companies are defining how technology contributes to overall employee experience.
Meanwhile, another factor contributing to AI anxiety is that employees may feel like they lack control, Stolle said. “That could affect workplace culture in terms of how employees view themselves and their role in the company five years from now, 10 years from now.”
In the past, people’s duties might not have changed much over the years, he explained. So, it can be tough to envision a future when you’re uncertain about how a new technology could influence your job.
Most of the employees who worry about AI said they think it will take away job duties in the next decade. The AI stress is causing 56% to feel micromanaged at work, and about 40% feel like they don’t matter to their employer or coworkers, APA found.
Related Article: Forrester Predicts an EX Winter Is Coming. How to Prepare
How Companies Can Mitigate the Consequences of AI on Their Workforce
Employees who feel appreciated tend to be more motivated and productive — and stick around, research shows. Bogan said it’s up to companies to roll out AI tools and processes with employee wellbeing in mind.
Here are five ways you can prevent AI from negatively affecting your workforce.
Be Transparent About AI
Companies should have frequent, transparent conversations with employees about why they’re adding AI, how it will be used and how it could affect employees now and in the future to curb some of the anxiety, Stolle said.
It’s also important to mention as early as possible if job duties are expected to change or there’s a potential for layoffs, he said. “That gives some agency and control back to the workforce, and puts them less in this position of angst and uncertainty about the future.”
Focus on the potential for AI to improve jobs, too, Stolle added. “Talking about the ways that AI can benefit companies and benefit employees needs to be an important part of the conversation.”
Listen to What Employees Have to Say
Employers must give employees a “voice and perspective” when it comes to AI, Bogan said. So, involve individuals in the decision-making when possible.
Encourage employees to ask questions and share their concerns — this can help company leaders gauge sentiment about new technology, Stolle said.
During regular meetings or performance evaluations with employees, ask them questions about their wellbeing, such as how technology could help or hinder their role, how new tools make them feel and what the company can do to make them feel better, Bogan said. Another option is to survey employees about these topics.
“Organizations are going to have to get very person-centric with this because everyone's going to see things differently,” he added. “The more you can have those conversations, the better off you'll be.”
Provide Adequate Training on New Tech
Educating and upskilling employees on AI tools and continuing to train as the technology evolves will help reduce anxiety, make employees feel valued and set them up for success, Bogan said.
A TalentLMS research survey revealed that about half of employees think that having AI skills will future-proof their careers, but just 13% have been offered training opportunities at work.
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Training might include sending employees on a course, bringing in an educator or enabling employees to shadow others within your organization, Bogan said.
Related Article: Why Reskilling Is Now a Workforce and Government Imperative
Offer Mental Health Support
Employees increasingly want their employers to offer support to help them cope with stress and anxiety.
According to a survey of large employers by Protecting Americans’ Coverage Together, 94% said they’ve increased coverage and support for mental health care or added new programs over the past three years.
“I think it's worth employers thinking about: should they be pushing out information about dealing with the uncertainties that technology brings to the world and the stress that it causes? And having tips and ideas for how to cope with that,” Stolle said.
Realize It Takes Time to Adapt
Like any new technology, it may be challenging at first for people to learn and adapt to it, Bogan said. The companies that support their employees through the process will set themselves up for success with a thriving workforce.
“It's just like the iPhone and FaceTime and all these other technologies that came out,” he said. “People had to learn them. It was a little bit uncomfortable at first, but once you get used to it, once you see the capability and see what you can do, everything gets better.”
