However, despite its seeming ubiquitousness and an ongoing pressure to keep pace with emerging technology, few employees report utilizing it regularly. In fact, recent data from the
However, it's worth bearing in mind that as many as 77% of those who have used the technology say it makes their job easier. These findings suggest a
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The initial AI upswell was due in large part to individuals who consider themselves "early adopters" or like to keep their fingertips on the pulse of new technologies. As AI becomes even more prevalent, employers need to do their part to make sure that "late adopters" hop on the AI train as well.
Those who haven't yet tried their hand at AI may point to a lack of training as the reason why: Most employees (65%) say their employer has not provided any training on how to use AI in their day-to-day work, despite many (42%) being interested in such training from their employer.
So, how can HR and benefit leaders implement programs to best help employees develop these mutually beneficial skills? Here are a few key reminders to help work AI into existing learning programs and help employees feel empowered — and excited — to participate:
- Understand employees' differing needs. The first step toward implementing a successful AI upskilling program for your team should be rooted in an assessment of workers' current job requirements, skill levels and areas of improvement. A thorough assessment will allow employers to create and offer a customizable upskilling program that best meets their team's precise needs, ensuring that the training is impactful.
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- Be clear about the benefits of AI upskilling. According to
a recent report from Asana , 33% of employees are still concerned that generative AI will replace human workers and 26% are concerned about being perceived as lazy by their colleagues for using the technology. To help "late adopters" take the first step toward AI upskilling, it will be important to nip these concerns in the bud and clearly relay how an understanding of this technology will benefit not only the company but also the individual worker as well. It's important for employers to be as specific as possible and explain the direct benefits of using the technology.
- Offer both long-term and short-term learning options. Technology upskilling is not one-size-fits-all solution — and thus, it's vital to focus on pairing high quality learning programs with business needs to ensure a company's goals are being supported. For instance, developers building the front-end user experience of an AI tool need very different upskilling than a call center employee utilizing AI as a job aid. As such, when implementing an education program with AI learning at its core, it's important to cover both long-term programs (e.g., degrees) to short-term, more "snackable" learning experiences (e.g., micro credentials and certificate programs).
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In this era of rapid technological change, employers must adopt robust learning approaches to address shifting priorities. Organizations that design and implement programs that help employees develop transferable skills such as effective AI utilizations will empower workforces to navigate and adapt to ever-evolving industries.
