Talking About AI at Work: Five Ways Leaders Can Frame the Conversation
At Abacus Data, we’ve been tracking how Canadians think and feel about artificial intelligence (here and here). What we’ve found is a mix of curiosity and unease. People are experimenting with ChatGPT, reading about breakthroughs, and watching how the technology is being used in workplaces and classrooms. Yet behind that experimentation is a thread of anxiety, especially when it comes to jobs.
In one of our recent surveys, about half of working Canadians told us they worry that AI could force them to change jobs or even careers in the near future. Seven in ten believe AI will make some roles in their industry obsolete. Among younger Canadians, those under 30, the anxiety is especially acute: more than half expect AI to destroy more jobs than it creates.
For leaders, this presents both a challenge and an opportunity. How you talk to your employees about AI will shape whether they see it as a tool to enhance their work, or as a looming threat to their livelihoods.
Psychological research tells us that when people face uncertainty, they crave reassurance, transparency, and a sense of control. Here are five evidence-based tips for framing AI in your workplace conversations.
1. Lead with Empathy
Acknowledge the unease. Don’t brush aside legitimate concerns about job security or skills becoming outdated. Research on trust in leadership shows that when people feel heard and understood, they are more open to change. Starting with empathy builds credibility.
2. Share the “Why” Before the “What”
Behavioural psychology reminds us that people are more likely to embrace change when they understand its purpose. Explain why your organization is exploring or implementing AI, whether it’s about improving customer service, streamlining repetitive tasks, or giving your team more time for creative work. Without a clear “why,” employees may assume the worst.
3. Frame AI as Augmentation, Not Replacement
Our data shows Canadians are divided on whether AI will be a net job creator. Leaders can help tip that balance by framing AI as a tool that enhances human potential rather than eliminates it. Highlight tasks AI can take off people’s plates so they can focus on higher-value, more meaningful work.
4. Be Transparent About Limits and Unknowns
Psychological studies on uncertainty management suggest that people prefer imperfect information to silence. If you don’t know exactly how AI will change every role, say so. Share what you do know, commit to regular updates, and involve employees in shaping how AI gets used. Transparency reduces fear.
5. Invest in Skills and Agency
Finally, give employees a sense of control. Our research finds that Canadians want to adapt, they just want help doing it. Offering training, skills development, and opportunities to experiment with AI tools empowers employees to feel prepared rather than powerless. It turns AI into something they can use, not something done to them.
AI is not just a technological shift; it’s a cultural and psychological one.
For leaders, the task is not only to deploy new tools but also to guide your teams through the emotions that come with them. If you can lead with empathy, clarity, and transparency, and give your employees the confidence to adapt, you’ll not only make AI work in your organization, you’ll strengthen trust, resilience, and the sense of shared purpose that every great workplace depends on.