The rapid adoption of artificial intelligence (AI) has many employees, and organizations for that matter, feeling like everything is spinning. Analyzing Glassdoor reviews and social media posts, we found mandated AI adoption to be quietly emerging as a retention risk for employees in the technology sector.

The reviews, which were for leading technology employers in the U.S., revealed a disparity between the AI innovations that employees are working on and the AI processes being mandated in their own workplace. They cited frustrations and fears, such as how resistance to AI mandates can harm career prospects, while deliverables feel increasingly rushed and work quality is declining.

Across the country, AI processes being implemented across workplaces generally seem to be driving disengagement instead of delivering productivity gains. Recent statistics show that U.S. employee engagement has fallen to its lowest level in 10 years, while job-seeking activity is at a decade high. This month is especially high risk for employers, with the most resignations happening in March last year.

Information, technology and professional services are currently leading AI adoption in the US, with labor demand for AI skills also rising by 80% year-over-year within the information sector. 

What employees are saying on Glassdoor

• Employees value the AI projects they get to work on and contribute to but are unhappy with how AI is integrated into their daily workflows.
  
  
• Some reviews suggest that those who do not believe in AI or engage with it face negative consequences to their career.
  
  
• Leadership’s use of generative AI in emails and communications is deemed impersonal and unprofessional.
  
  
• There is a general consensus that pace and work quality is changing with the introduction of AI processes – one developer states that deliverables have felt rushed since AI was introduced with quality of work decreasing.
  
  

One reviewer even said, “If it was up to this company, they would sack everyone and use AI.”

The leadership disconnect

A recent report found that only 4% of employers cite employee resistance as a barrier to AI adoption; however, nearly a quarter of workers (22%) say that they would consider leaving a job because of this. This suggests many leaders are unaware of this growing resentment from employees, presenting a clear disconnect.

My colleague Christine Marino has shared some insight into how this can negatively impact employee engagement and trust: “Making your teams feel like they’re living is a lie is a great way to run them away; yet that’s what many companies touting AI capabilities and gains are doing when their teams are drowning in noise while trying to change how they work to meet executive demands.”

Rethinking change management for the AI era

Before AI mandates became a retention consideration in the tech sector, change management has always been one of the most challenging things to get right. HR teams are often looked at to lead these efforts, but HRs are navigating the same uncertainty as the rest of the staff. We must remember that just as AI must learn and iterate, so do the employees working alongside it. It is a gradual process of adaptation and not just a switch to turn on.

To mitigate AI-related retention risks, I recommend that employers update compliance-driven policies to include AI guidelines and share key AI process information early in onboarding. It is essential to ensure that employees acknowledge these too. This sets a foundation of transparency for the entire tenure of the employee, and sharing this information early helps set the right expectations from day one.

The power of proactive feedback loops

Internal feedback mechanisms, especially anonymous ones, often provide a place for disengaged employees to communicate some of the frustration that can build up. This is especially vital when regular conversations are not happening with a direct leader. Providing regular and open feedback channels will allow organizations to address concerns proactively. By listening to their staff, organizations can pivot their AI strategies to be more supportive.

Ultimately, the goal is to keep employees engaged and empowered as AI adoption continues to evolve. You can learn more about the retention risk of getting AI adoption wrong to ensure your organization is on the right side of this transition.