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Contrary to the portrayal in sci-fi films where AI is depicted as a cold force with ill-intentions for humankind — these dystopian futures are purely fictional. With the right intentions, strategy, and ethical considerations in place, AI can be a transformative tool that can help supercharge the employee experience.
As a product leader at Achievers, I’ve dedicated countless hours to researching, testing, and piloting AI as a tool to improve workplace culture. I’m also fiercely passionate about learning how employee challenges have evolved in recent years, and determining how AI can pitch in and fill the gaps.
It’s my view that AI isn’t something we should fear but rather something to understand and embrace. There are countless ways that HR leaders, managers, and employees can harness AI to make positive organizational impact – if they can first understand how AI can address and resolve their most pressing challenges.
Below, we’ll walk through three science-backed ways AI can address some of the top priorities in today’s workforce: employee recognition, attracting and retaining talent, and manager wellbeing.
1. Sending recognition everyone feels good about
When it comes to employee recognition, there’s significant room for improvement. Over the past two years, the number of “shadow contributors”—employees who go unrecognized—has doubled. This points to a deeper cultural issue, as revealed by Achievers Workforce Institute’s (AWI) 2024 State of Recognition report where a quarter of employees say that recognition for years of service doesn’t happen at all.
Another cause for the recognition disconnect is that workers are often stretched thin, seeing recognition as added work to their already busy jobs – while others may feel unsure about how to offer praise effectively. HR leaders need to seamlessly incorporate the right tools to ensure each recognition is meaningful and inclusive. This is where AI comes in.
By integrating AI-driven nudges, employees and managers can receive reminders to spot recognition opportunities while addressing any issues that may have gone unnoticed. Emerging GenAI tools can even help coach employees in real-time, offering suggestions on inclusive language and ensuring every recognition is something everyone can feel good about.
2. Taking care of existing talent
With the U.S job market cooling in recent months, companies are facing a new challenge: the labor gap. Many employees, feeling uncertain about job opportunities, are opting to stay put rather than seek new roles.
To bridge these gaps, organizations should prioritize the needs of existing talent. Internal mobility programs are one promising solution that HR leaders can use to identify employees with transferrable skills and move them into high-priority roles. These programs fill talent gaps and provide employees with career advancement opportunities, helping with retention and morale.
However, despite their potential, AWI’s new skills report reveals that only half of HR leaders are able to quickly identify employees with high-priority skills – while just 24% of employees find their internal mobility programs effective.
AI can close the skills gap in a few ways:
- Analyze employee data and find individuals with skills that align with organizational needs, ensuring the right talent is placed in the right roles.
- Create internal skills marketplaces that make it easier to identify employees with untapped potential; while also hiring new employees with transferrable skills.
- Track and predict how these newly formed teams will perform, giving HR leaders valuable insights for making data-informed decisions.
- As employees settle into their new roles, AI can also manage their development, helping them grow and succeed in their evolving roles.
3. Preventing managerial burnout
It’s no surprise that burnout is a growing concern, with an AWI report on measuring manager effectiveness revealing that only 29% of managers feel they have the support they need to develop as leaders. Although great managers are key to fostering belonging, the same report highlights that only 28% of employees believe their managers are truly effective – highlighting a significant gap in leadership development.
When managers can build strong, cohesive teams, they enhance team performance and also gain confidence as effective leaders. One way to achieve this is through frequent and meaningful recognition. AI can support managers by analyzing their recognition habits and offering data-driven suggestions to improve the frequency and quality of praise, ensuring that no team member goes unnoticed.
Additionally, onboarding new employees— often an overwhelming task for managers—becomes more efficient with AI. Tools can ensure managers are following a structured, science-backed onboarding plan by providing timely nudges — such as reminders to send a welcome note or schedule check-ins. This lightens the manager’s workload while ensuring new employees feel valued and supported from day one.
Embracing the AI-driven future of the workforce
By embedding AI into your people strategy, you can build a company that engages and retains talent while supporting their growth and wellbeing. AI can help streamline HR processes, enhance recognition strategy, and offer valuable insights — effectively addressing the evolving needs of your workforce.
How is your company harnessing AI to shape and build the workforce of tomorrow?
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