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January 24, 2025 – Imagine your job evolving overnight, powered by a machine that learns faster than you. Not only does it transform how you work, but it also enhances your performance and helps you reach your full potential. It’s no wonder there are mixed feelings when it comes to artificial intelligence (AI), according to a new report from DHR Global. “Workplaces are undergoing one of the most significant shifts in decades, thanks to the rapid rise of AI,” the study said. “From automating tasks to enhancing decision-making, AI offers tremendous opportunities to boost productivity. However, it raises concerns about job security, skills gaps, and readiness to adapt. As companies incorporate AI tools, understanding how employees view these changes is essential to navigating the future of work successfully.”
DHR Global recently surveyed 1,500 white-collar, desk-based knowledge workers across North America, Europe, and Asia to explore AI’s influence in the workplace. The findings highlight enthusiasm and skepticism, underscoring the need for leaders to address fears, provide training, and develop strategies to support employees through this transition.
DHR’s research reveals that AI tools, such as ChatGPT and Microsoft Copilot, are already influencing workplace productivity and engagement. Seventy-two percent of respondents said AI has positively affected their productivity, while 70 percent reported that AI tools have boosted their sense of engagement at work.
Regionally, enthusiasm for AI varies. In the Asia-Pacific (APAC) region, 84 percent of respondents reported increased productivity from AI, compared to 71 percent in Europe and 55 percent in North America. Similarly, APAC respondents reported the highest levels of AI-driven engagement (80 percent), compared to North America (61 percent) and Europe (54 percent). These findings point to AI’s ability to streamline workflows and reduce manual tasks, enabling employees to focus on higher-value work. Yet, while AI’s efficiency gains are promising, the survey also highlights complex feelings about the technology’s broader effects.
Balancing Excitement and Fear about AI
Despite AI’s perceived benefits, 51 percent of respondents expressed concerns about job security, fearing that AI might make their jobs obsolete. Enthusiasm about AI’s potential is tempered by skepticism (17 percent) and uncertainty (10 percent). Meanwhile, 21 percent remained neutral. Regional differences also emerged. While 60 percent of APAC respondents worried about job displacement, only 45 percent of European respondents shared the same concern. In North America, 43 percent reported job security fears.
“This mixed sentiment highlights the need for organizations to provide clear communication and training programs to help employees understand AI’s role,” the DHR report said. :Leaders must address uncertainty proactively, demonstrating how AI can complement human skills rather than replace them. As AI continues to reshape the workplace, business leaders must focus on educating employees, equipping them with tools, and creating a culture of adaptability.” Partners from DHR and Jobplex share strategies for building AI literacy, addressing job security concerns, and preparing teams to thrive in an AI-driven world.
“Organizations should prioritize educating employees on AI initiatives and the effects these technologies will have on their businesses,” said Sal DiFranco, managing partner, global advanced technology practice at DHR. “Providing employees with the right tools and training to enhance their skills and job performance will be critical for successful adoption. Companies must focus on equipping employees who embrace AI with the necessary resources to use it effectively and measure its benefits.”
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“To guide employees through the rapid changes AI is bringing, business leaders should emphasize training, awareness, and adoption strategies that affect employees directly,” Mr. DiFranco said. “Demonstrating how AI tools improve productivity and create measurable value for employees and organizations is essential. Employees who clearly see, understand, and articulate the value they create tend to feel engaged and motivated. Developing a talent roadmap that incorporates diverse backgrounds, skills, and demographics is critical for ensuring organizations have the right talent in place. A team that has varied perspectives will be better equipped to adapt to AI advancements and drive meaningful business outcomes.”
Drive Growth Through Communication and Clarity
“The key to success in 2025 and beyond lies in clear communication and meaningful engagement,” said Mike Lim, managing partner, China at DHR. “While this principle has always been important, the rapid advancement of technology and the accelerating pace of growth have made it more urgent than ever. Companies must clearly communicate their strategies and the intent behind new policies and processes to their employees. When employees understand the vision, they’re more likely to stay engaged and aligned with their respective companies’ mission and objectives.”
Artificial Intelligence’s Impact on Executive Search
Artificial intelligence (AI) can have a significant impact on executive search by streamlining the process and improving decision-making. AI tools can help identify candidates with the right skills and experience, and can also predict how successful they might be in new roles. The ExeQfind Group often get questions from both clients and candidates regarding the impacts of artificial AI on talent management and executive search. “Talent management and executive search processes are no different from virtually every existing industry in that AI can be expected to bring about change and influence,” says a new report from ExeQfind’s Javier Iglesias. “How much and to what degree of change and influence is yet to be determined.”
“Since the industrial age, technology has displaced jobs and created new opportunities,” Mr. Lim said. “The key is to continually adapt and evolve alongside technological advancements. Job roles may change, but AI can’t replace human intelligence. In today’s technology-driven world, the only constant is change. Business leaders who embrace change and remain open-minded about new technologies will shape their teams’ culture and mindset. By embracing a forward-thinking environment, they can encourage the adoption of AI tools and capabilities, positioning their organizations for long-term success.”
“As companies address mixed feelings about AI, enhancing AI literacy and practical skills through targeted training programs can increase confidence, boost engagement and productivity, and encourage adoption,” said Connor McKeown, partner, Jobplex. “Transparent communication about AI strategies, the technology’s value, and AI’s role as a partner to employees – not a replacement – can alleviate job security concerns, reduce anxiety, and build trust. Business leaders can support employees through AI’s rapid advancement by prioritizing upskilling.”
“Redefining roles to emphasize higher-value tasks that create new opportunities can alleviate fears of job displacement and improve workforce satisfaction,” Mr. McKeown explains. “Leaders should involve employees in the transition process, offering resources and support to help them adapt to AI-driven changes. Employees need to feel included – not sidelined – as businesses evolve. Providing support and resources for learning can help employees adapt to rapid changes.”
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“Establishing a culture open to AI adoption starts with encouraging a growth mindset by promoting continuous learning and experimentation,” said Mr. McKeown. “Creating safe spaces for employees to explore AI tools, share ideas, and learn from successes and setbacks builds confidence and curiosity. Innovation initiatives such as lunch-and-learns, hackathons, and concepts like Google’s 20% time should no longer be viewed as engineering only activities. All departments must support and encourage these efforts as AI tools become more accessible and prevalent.”
Empower Leaders to Strengthen Agility and Resilience With AI
“With nearly half of the global workforce feeling concerned about AI’s effect on job security, organizations must prioritize clear and transparent communication about their AI adoption strategies,” said David Morgenbesser, partner, leadership consulting at DHR. “A proven approach is to establish cross-functional AI champion teams at multiple levels of leadership and across business units. These teams can provide tailored messaging that highlights AI’s benefits, addresses potential challenges, and delivers role-specific training programs. This personalized approach is often more effective than generic announcements from the C-suite or information technology departments, helping employees feel informed, supported, and prepared.”
“While hiring and promoting for AI-related technical expertise is critical, organizations often overlook the equally important need to strengthen leadership and soft skills,” Mr. Morgenbesser said. “Leaders must be prepared to adapt quickly to change, inspire teams with varying levels of AI knowledge, and create a culture of innovation that’s rooted in trust rather than fear. Building a leadership pipeline that prioritizes agility, emotional intelligence, and the ability to motivate teams will be essential for organizations to remain competitive, resilient, and future-ready in an AI-driven world.”
“Organizations must fully embrace the changes that AI brings, starting with leadership,” said Tobias Rummeleit, partner, Germany, DHR. “When employees see executives and board members actively using and supporting AI, they’re more likely to overcome hesitation and adopt it themselves. This mindset and commitment should be clearly communicated, potentially with support from internal corporate communications. Stories and data resonate with people, and effective communication of both is critical. To help foster a culture open to change and innovation, executives must showcase internal successes, such as new products or improved processes, through newsletters, awards, or presentations.”
“To ensure organizations have the right talent to guide them through AI advancements, they should prioritize AI expertise in recruitment for relevant roles,” Mr. Rummeleit said. “This means treating AI proficiency as a nonnegotiable skill in key hiring criteria. Since AI is becoming central to business success, organizations might also consider establishing a dedicated center of excellence for AI. This doesn’t require a large team – just highly skilled professionals who can successfully lead and support AI initiatives.”
AI is reshaping the world of work, bringing promise and uncertainty, the DHR report concludes. “As AI tools continue to increase productivity and engagement, employee anxieties about job security call for proactive approaches that prioritize training, openness, and human-centered leadership,” the report said. “By equipping employees with AI skills and support, businesses can ensure workers are prepared for future challenges and opportunities.”
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Contributed by Scott A. Scanlon, Editor-in-Chief and Dale M. Zupsansky, Executive Editor – Hunt Scanlon Media