Navigating AI in the Workplace - Key Takeaways from the 2024 Global Workforce of the Future Report

The 2024 Global Workforce of the Future report by The Adecco Group offers key insights into how AI is shaping the workforce, skills development, and internal mobility. Drawing from the perspectives of 35,000 employees across 27 countries, this report highlights actions that businesses can take now to build a resilient, future-ready workforce.

1. Preparing Workers for AI’s Disruptive Impact As AI technology reshapes jobs, many employees are concerned about job security and skill relevance. The report reveals that 40% of workers feel uncertain about long-term security, and 13% report job displacement due to AI. This underscores the need for businesses to provide workforce support that fosters adaptability to AI’s evolving role.

Key Action: Employers need to communicate clearly and consistently on how AI will affect various roles, while offering training to help employees manage these changes positively. This approach will not only reduce anxieties but also keep teams engaged as they navigate AI-driven shifts.

2. Upskilling to Cultivate a Future-Ready Workforce The report spotlights a proactive group of “future-ready” workers—just 11% of the workforce—who demonstrate adaptability, leadership, and a commitment to mastering AI tools. Despite the rapid adoption of AI, only 25% of workers have received any formal AI training, leaving a significant training gap.

Key Action: Employers must invest in structured, personalized development plans that emphasize AI and soft skills training. Upskilling employees in areas relevant to their roles can empower a larger portion of the workforce to adapt to new technologies and enhance long-term value.

3. Fostering Internal Mobility to Address Skill Gaps Workers increasingly value internal growth opportunities, with 76% advocating for upskilling to fill roles before hiring externally. Despite this, only 52% of business leaders report strategies to promote internal mobility, indicating a gap in development practices that may lead to talent loss.

Key Action: Organizations should implement structured internal mobility pathways, which include mentorship, career pathing, and ongoing skill development. Prioritizing internal talent development not only improves retention but also reduces hiring costs by maximizing existing resources.

4. Maximizing Human Potential Through AI With AI integrated into daily workflows, employees report saving nearly one hour daily, which could be allocated to high-value tasks. However, only 28% of employees are redirecting this time toward creative and strategic work, indicating an opportunity to better leverage these gains.

Key Action: To maximize productivity, managers should model effective use of AI to drive strategic initiatives, and provide on-the-job guidance on how to apply AI in innovative ways. This empowers teams to use AI as a tool to amplify human potential rather than simply replace manual tasks.

5. Building Trust in AI and Addressing Mental Health Trust in AI, particularly in recruitment and assessments, remains a concern for employees who fear being overlooked for positions or advancement opportunities. Additionally, high burnout rates persist, especially among those anxious about AI’s impact on their roles.

Key Action: Employers should develop clear ethical frameworks for AI use, prioritizing transparency, data privacy, and inclusiveness. Leaders must communicate the organization’s commitment to fair AI applications, particularly in recruitment and evaluations, to alleviate employees’ concerns about job security and foster a healthy work environment. Recommendations for Employers to Build an AI-Ready Workforce To embrace AI effectively and create a skilled, resilient workforce, the report recommends these steps:

1. Assess - Regularly evaluate skills needs and identify gaps where technology intersects with key roles.
2. Communicate - Keep the workforce informed on AI’s impact, encouraging dialogue on the opportunities and challenges.
3. Develop - Provide personalized career plans that align with both the company’s needs and employees’ goals.
4. Train - Make upskilling a core component of your strategy by focusing on AI literacy, technical skills, and soft skills.

By implementing these practices, companies can create a workforce that is not only capable but also confident in an AI-driven landscape. Such an approach will not only help attract top talent but also position your organization as a leader in innovation. Final Thoughts: Putting People First in an AI-Driven World AI will continue reshaping industries, but with the right strategies, companies can lead with a people-first approach. Prioritizing workforce upskilling, promoting internal mobility, and building trust around AI use are the keys to long-term success. If your organization is ready to embrace these changes and foster an AI-enabled culture, reach out to Leadership Academy to learn more about our specialized training programs.