FOBO, AI & What Employees Really Want: Here's What HR Leaders Need to Know This Month

The New Era of FOBO: The Workplace Anxiety No One’s Talking About

Automation is slowly killing off the most mundane parts of work—tedious admin, time-consuming data entry, and the other busy work that drains your energy. But it’s also triggering a quiet panic across industries with employees wondering,? "Will my skills even matter in two years?"

Welcome to the age of FOBO: Fear of Becoming Obsolete.

If we're being honest, it's not an irrational fear. According to the World Economic Forum, 44% of workers will need reskilling by 2027 and LinkedIn’s Workplace Learning Report found that nearly half of employees feel unprepared for the next phase of work. But here’s where you can be the hero: 94% of employees say they would stay at their company if their organization invested in their growth.

The takeaway? Employees want to evolve with their jobs. Here's how to support them.

Companies like Amazon have already made major moves, committing $1.2 billion (￡958) to upskilling through programs like Career Choice, an education benefit program designed to empower employees by providing them with opportunities to learn new skills. Whether it’s through training, certifications, or mentorship, equipping employees with new skills isn’t just good for them—it’s good for business.

2. Communicate Clearly About Change: Nothing fuels anxiety like ambiguity. Be transparent about how roles are evolving, offer career pathways, and make development opportunities visible. When employees understand how they fit into the bigger picture, they’re less likely to feel like they’re being left behind.

3. Make Adaptability Part of Your Culture: Change isn’t going anywhere, and the most successful employees will be the ones who embrace it. Leaders should recognize and reward adaptability, framing change as an opportunity rather than a threat. The more employees feel encouraged to evolve, the more they’ll see their future within your organization.

The Great Reconnection: How HR Can Re-Engage a Disillusioned Workforce

The bad news first: According to Gallup, U.S. workplace engagement has dropped to its lowest point in a decade—only 31% of employees feel engaged at work and the situation is equally concerning in the United Kingdom, where a mere 20% of employees report feeling engaged. The most affected group? Workers under 35, many of whom are feeling burnt out, disconnected, and uncertain about their career paths.

But here's the good news: With the right strategies, you can reignite engagement, strengthen loyalty, and build a workplace where employees feel valued and motivated.?

Here’s where to start:

1. Prioritize Career Growth

The fact that young employees expect opportunities to grow is not new information, but it's more critical than ever before. Put simply: if Gen Z doesn't see a clear future within your company, they’ll look elsewhere. This is why leaders must work to create structured career pathways, invest in upskilling programs, and foster mentorship initiatives to show they're committed to their employees' development.

2. Strengthen Leadership Practices

It’s often said that employees leave managers, not companies. This is where strong leadership makes all the difference. Invest in leadership training to help managers develop the skills to support, communicate with, and inspire their teams.

3. Build a Culture of Purpose and Belonging

Sure, we all want a paycheck, but in 2025, employees want to feel like their work has meaning both to the success of the organization and to the managers themselves. Connect contributions to the company’s broader mission, recognize a broad number of individual efforts, and create an inclusive environment where employees feel valued and heard. When employees see their impact, engagement follows.

4. Make Well-Being a Workplace Standard

If you read our 2024 State of Employee Engagement Report, you won't be surprised to learn that burnout is a major driver of disengagement. Support employee well-being through flexible work policies, clear boundaries around time off, and accessible mental health resources.?

Who’s Afraid of AI? 75% of Your Workforce?

AI is revolutionizing industries at breakneck speed, and while companies are rushing to integrate automation, many employees feel left in the dark. It’s not just anxiety around losing their jobs—it’s the fear of the unknown.

What exactly is AI? What does it do? How does it work? And most importantly, how will it change my job?

According to a Wiley report, 40% of employees struggle to understand how to integrate AI into their work, and 75% lack confidence in utilizing AI effectively.

Employees aren’t just questioning their future but whether their employers are guiding them through this transformation or leaving them behind. But in this fear lies a golden opportunity for HR leaders to rewrite the narrative, turning AI from a workplace disruptor into a tool for connection, empowerment, and growth.?

Here's how to do it:

1. Address AI Fear Head-On

"AI anxiety thrives in silence. The more employees are left to wonder, the more fear builds," says Lewis North, CTO at WorkBuzz. His suggestion? Make AI a transparent conversation by getting the tools in place to demonstrate how it can supercharge their efforts instead of replacing them. "Host town halls, invite AI experts, and have leadership actively engage in discussions about what AI means for your organization. When employees feel informed, they feel empowered," he says.

2. Demystify AI for Everyone

It's hard to fully embrace something you don't understand. Most employees don’t need to know how AI is built — they just need to know how to use it. Give them practical, role-specific AI education which leans into the ways it can make their lives easier. When people understand AI, they’re more likely to embrace it.

3. Use AI to Strengthen the Human Connection

This may sound like it can make it more human. Platforms like WorkBuzz’sPeople Science AI help HR leaders analyze engagement trends, predict workplace challenges, and act before issues escalate. Instead of drowning in data, HR teams can focus on what matters most—supporting their people.

4. Make AI an Ally, Not a Threat

Employees aren’t just afraid of losing their jobs to AI—they’re afraid of losing control over their careers. Shift the conversation from replacement to augmentation by showing how AI can make work easier, not irrelevant. Highlight real success stories of employees who have used AI to grow in their roles.

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