Navigating AI in the Workplace: Addressing Employee Anxiety and Building Resilient Teams

As AI continues to transform industries, a new Pew Research Center study reveals that US workers are more worried than hopeful about its impact on their jobs. With 52% of workers expressing concerns about AI’s future role in the workplace, leaders must address these anxieties to foster employee engagement in the process and ensure successful integration of AI technologies. 

Key Findings: What Workers Are Saying About AI

The study highlights several important trends regarding worker sentiment toward AI:

• Worry vs. Hope: More than half of workers (52%) feel worried about AI’s future use in the workplace, while only 36% feel hopeful.

• Job Opportunities: A mere 6% of workers believe AI will lead to more job opportunities for them, while 32% think it will result in fewer opportunities.

• AI Adoption: Only 16% of workers currently use AI in their roles, with younger and more educated employees being more likely to do so.

Signs of Employee Anxiety Around AI

These findings underscore a growing sense of uncertainty among employees, particularly those in lower-income tiers and industries less directly impacted by technological innovation.

To effectively support employees during times of change, leaders must recognize signs of anxiety. Common indicators include:

• Resistance to New Tools: Employees may avoid using new AI technologies or express skepticism about their value.

• Decreased Productivity: Anxiety can lead to reduced focus and efficiency.

• Negative Sentiment: Complaints or concerns voiced during meetings or informal discussions may signal deeper worries.

How to Help Your Team Embrace AI with Effective Change Management Practices

Change in the workplace is inevitable, but that doesn’t mean it’s easy—especially when it involves something as disruptive as AI. Right now, employees are feeling a mix of curiosity and dread. Will AI make their jobs easier or render them obsolete? Will it be a helpful teammate or a silent threat?

How we introduce AI into our organizations will determine whether employees feel empowered by change or paralyzed by fear. Here’s how to make sure it’s the former:

1. Transparent Communication: Say the Quiet Part Out Loud

People fear what they don’t understand. If AI is on the horizon at your company, the worst thing you can do is leave people guessing. Be upfront: What is AI going to do? How will it change workflows? What are the risks? Transparency builds trust, and trust is the foundation of any change initiative.

2. Invest in Your People with Upskilling and Reskilling

AI isn’t replacing human creativity, empathy, or strategic thinking anytime soon. But employees need to know where they fit in. Create upskilling programs that help people develop the uniquely human skills that AI can’t replicate. Show them that the goal isn’t replacement—it’s augmentation.

3. Involve Employees in the Process

If AI adoption feels like a top-down mandate, resistance will be high. Instead, bring employees into the conversation early. Let them test AI tools, offer feedback, and co-create how AI fits into their work. Ownership breeds buy-in.

4. Lead Like a Human (Not a Robot)

Leaders need to do more than sign off on AI initiatives; they need to champion them in a way that acknowledges employee concerns. That means one-on-one conversations, team discussions, and open-door policies. AI adoption isn’t just a tech shift—it’s a cultural shift.

Questions Leaders Should Be Asking

Want to understand how your team is really feeling about AI? Ask them questions like:

• “What excites you most about using AI in your role?”

• “What concerns do you have about how AI might impact your career?”

• “What training or support would help you feel confident working with AI?”

These questions do two things: They surface real concerns, and they show employees that leadership is listening.

Building Resilient Teams

At 18 Coffees, we believe change isn’t something to be feared—it’s a skill to be mastered. AI is going to reshape work as we know it, but whether that’s an opportunity or a crisis depends on how we handle it.

Here’s what we recommend: Creating psychological safety is essential—employees need to feel safe expressing their anxieties and asking questions about AI’s impact without fear of judgment. At the same time, it’s crucial to emphasize the long-term benefits of AI, framing it as a tool that enhances roles rather than replaces them. AI should free up employees to focus on higher-value, more meaningful work.

Finally, success must be measured beyond productivity alone. While AI can drive operational efficiency, it should also improve employee engagement and satisfaction. If AI is benefiting the bottom line at the expense of workforce morale, it’s time to rethink the approach.

AI isn’t going anywhere, but workplace anxiety about it doesn’t have to be inevitable. Organizations that prioritize transparency, education, and collaboration will turn AI adoption into a competitive advantage—not a crisis.

Whether your organization is preparing for an AI-driven transformation or looking for ways to optimize its implementation process, 18 Coffees is here to provide expert guidance or custom training tailored to your unique challenges. Schedule a free consultation with us today.