“That sort of toxicity can really spread and create a culture, a set of norms, language, time, etc., that just eats away at organizational productivity and creativity,” he said.
That kind of cultural toxicity is especially costly right now, as many employers try to grow output without growing headcount. A recent report found turnover climbing as employers plan growth on constrained workforces, putting greater pressure on organizations to retain the workers they already have.
That makes manager support more than a question of employee sentiment. If job-loss anxiety is associated with lower engagement, higher burnout, and greater intent to look elsewhere, helping managers navigate AI conversations could have implications for retention and productivity, not just morale.
Small signals can matter
Asked what managers can actually do, Makridis didn’t point to a sweeping new management program. Instead, he pointed to something smaller and more direct: making sure employees know they’re valued for more than whatever AI can automate.
“Sometimes a precondition to unlocking that creativity is literally just appreciating the person for what they’re doing every day,” he said. “If somebody is fulfilling their responsibilities, acknowledge that.”