It is remarkable how quickly artificial intelligence (AI) has become integrated into many aspects of our lives, from virtual assistants to content creation. A recent Goldman Sachs report estimates that 45 per cent of tasks in the legal and administration professions could be automated in the near future. While this provides a competitive edge, companies need to ensure that AI is complementing their employees’ work rather than disrupting it.
While AI has the potential to revolutionise how we live and work, there are some inevitable drawbacks. As we become increasingly reliant on AI technology, there is growing concern about the negative effects on our mental health and wellbeing. Stanford University’s 2024 AI Index Report found that working with AI could make employees lonelier and so reduce their health and wellbeing.
Our mental health and wellbeing have become important topics in recent years. As we are more aware of mental health challenges, employers have more responsibility than ever to ensure the health and safety of their workforce. In the 2022 CIPD and Simplyhealth Health and Wellbeing at Work report, 81 per cent of employers cited an increased focus on worker mental health and wellbeing. Meanwhile, 14.7 per cent of people surveyed by the Mental Health Foundation said they experienced mental health problems at work, which can have a huge impact on output.
While AI can improve productivity by helping us be more efficient, it is important to recognize the relationship between mental health and team performance. Good mental health can have a significant impact on an individual’s performance and productivity. When employers understand the connection between mental health and productivity, organisations can create an environment that complements AI technology with employee wellbeing. Effective collaboration between humans and AI helps to define clear roles and responsibilities for humans and AI systems. Just as AI models need constant updating and adaptation to evolving contexts, employers must cultivate a culture of learning where humans embrace AI technology for empowerment rather than replacement.
There are several steps employers and employees can take to minimise the potential negative psychological impact of using AI technology.
There’s no doubt that AI can streamline processes and enhance efficiency but it can also lead to job insecurity, isolation and privacy concerns. While offering both benefits and challenges, AI will continue to have an impact on employee wellbeing unless organisations take steps to implement best practices. They must strike a balance between implementing AI-driven solutions while maintaining a human-centric supportive work environment. When employers prioritise employee engagement and ongoing training, the positive impact of AI technology will outweigh the negatives and lead to a thriving, forward-thinking workforce.
Marisa Pereira is vice-president of people and organisation at Storyblok
by Marisa Pereira
Source: peoplemanagement.co.uk
Artificial intelligence continues to reshape industries across the globe. The executive search and leadership consulting profession is no exception. The industry stands poised for transformation. John Collins, Ph.D., a FinTech pioneer and founder of Deep Vertical AI, believes AI will not replace human practitioners, but rather will empower them in new and exciting ways.
Do you have a sense of how many people in your organization regularly use AI? Whatever you are thinking, the number is likely much higher — and the contexts might surprise you. Whether your employees use it as a research assistant, a writing aide, an image generator or a coding tool, the AI transformation of your organization is already underway.
Feeling frustrated at work isn’t always detrimental. It may indicate that a higher-level role, different workplace culture, or a new industry would be a better fit. Ultimately, it’s a sign to reassess your current job against your career needs. Acknowledge how you feel while recognizing that options exist to improve a challenging situation.
