Employers urged to tackle AI anxiety head-on as automation accelerates
As artificial intelligence reshapes organisations at an unprecedented pace, new research is warning employers that growing employee anxiety over being outdated at work could undermine workplace transformation.
A study by global advisory firm WTW has found that the proportion of work handled through automation and digital tools is expected to more than double in the next three years, from 14% today to 31%.
This creates fertile ground for what researchers describe as a "fear of becoming obsolete" among workers, according to the report.
"Employees aren't just watching AI reshape work, they're feeling it, living it, and questioning how they'll fit in the future," said Jill Havely, global employee experience leader at WTW.
"Organisations that intentionally design an employee experience to address this anxiety can replace uncertainty with confidence and help people see a future where they still matter."
What needs to change
The findings come from WTW's 2026 Employee Experience Global Market Study, conducted in April, which surveyed close to 550 employers across industries including manufacturing, financial services, and IT and telecommunications, representing 5.6 million employees worldwide.
The research points to a widening gap between the speed of technological change and workforce readiness.
While 59% of employers expect AI to fundamentally change how employee experience is messaged, managed, and delivered within the next three years, rising to 89% over the next decade, many organisations remain ill-equipped to support their people through the transition.
WTW argues that a key part of the problem is how employers are measuring workforce health.
Tracking employee engagement alone, how people feel about their work and their willingness to give effort, is no longer sufficient in an AI-driven environment. Instead, the firm is calling on employers to shift focus towards employee impact, such as how effectively people execute and adapt to deliver results.
To bridge this gap, WTW is advocating for what it calls a High Impact Employee Experience (HIEX), a deliberate approach to building the conditions under which employees can thrive alongside technology rather than fear it.
The framework centres on the following four pillars:
- Clarity – knowing what matters and why
- Confidence – believing decisions make sense and support is there
- Capability – having the skills, tools and readiness to adapt to enable current performance, and future transformation
- Connection – feeling valued, recognised and part of something meaningful, that sustains performance over time
The business case for getting this right is significant. WTW's study identified 34% of employers who have consistently prioritised employee experience over the past three years, which it dubbed as Employee Experience Leaders.
These firms outperformed their peers on productivity, profitability, and workforce outcomes, according to the report.
They reported a 23% increase in profits and eight per cent one-year revenue growth, with 91% of their employees strongly believing in organisational goals and 87% willing to recommend their employer as a good place to work.
"Employers have a powerful opportunity to strengthen trust, protect employee wellbeing, and help people thrive through change," Havely said.
