Generative artificial intelligence (AI) has quickly surged from a nascent technology into one that seems to be everywhere, moving into our computers, our cell phones and our jobs. This rapid ascent has been remarkable, but it has left many of us behind and struggling to catch up — and, as a result, feeling stress, apprehension and sometimes even fear.

While many of us now have access to AI in our workplace, studies show few of us have the expertise to utilize it. A recent Gallup survey suggested that only 6% of employees feel very comfortable using AI in their roles, while about one-third say the opposite, feeling very uncomfortable.

Other survey results revealed that people with low AI literacy were more than six times more likely to feel apprehensive, seven times more likely to feel afraid and more than eight times more likely to feel distressed about using AI at work than those with high AI literacy.

A recent Wiley Workplace Intelligence survey found that 75% of employees lack confidence in how to utilize AI at work, and more than one-half are feeling at least moderate levels of anxiety as they navigate the complexities of AI adoption.

These findings reflect a broad landscape of uncertainty, where the promise of innovation collides with the challenges of adapting to new technologies and change. If learning how to run a Zoom meeting during the COVID-19 pandemic was stressful, imagine how apprehensive some people feel about using a technology they can’t begin to understand — and that they’ve heard might someday replace them in their job.

So, how can organizations effectively navigate this rapid technological change when their staff is stressed, uncomfortable and worried? The answer starts with manager training.

Manager Training: The Key to Supporting AI Integration at Scale

Wiley’s survey showed the large majority (80%) of employees feel that their manager is supportive of their efforts to integrate AI, but that number drops to 60% when it comes to whether they think their manager is knowledgeable about how to effectively integrate AI into their workflows. Bridging that gap between support and proficiency is essential to ensuring a successful transition.

During times of significant change, managers’ ability to guide, support and motivate their teams is critical. As AI tools are introduced, managers must not only understand these technologies but also be adept at integrating them into existing workflows. This requires a unique blend of technical knowledge and interpersonal skills.

Managers should be well trained in some core areas:

• Technical Proficiency: To guide their staff members through uncertainty, managers must be well-versed in the AI tools being introduced, including how the tools work, their potential benefits and any limitations they have. Technical training should be hands on, allowing managers to experiment with AI tools and understand their practical applications.
• Change Management: Integrating AI into workflows is not only a technical challenge but also a change management issue. Managers must be equipped with strategies to manage resistance, communicate effectively about the changes, and foster a culture of adaptability. Training in change management can help managers address employee concerns and reduce anxiety.
• Interpersonal Skills: The human element of AI integration cannot be overlooked. Managers need to be empathetic, approachable and supportive. Training programs should emphasize the importance of listening to employee feedback, providing reassurance, and maintaining open lines of communication.

Investing in manager training has several benefits to the organization:

• Reduced Stress and Anxiety: When managers are confident and knowledgeable about AI, they can better support their teams, reducing the stress and anxiety associated with technological change.
• Increased Adoption Rates: Well-trained managers can effectively demonstrate the benefits of AI, leading to higher adoption rates among employees.
• Enhanced Productivity: With proper guidance, employees can quickly adapt to new tools, leading to increased productivity and innovation.
• Stronger Organizational Culture: Training programs that emphasize empathy and support can help maintain a positive organizational culture, even during periods of significant change.

Of course, manager training is just one element of addressing this technological evolution. Organizations can also help their employees greatly in other ways.

It’s important to provide clear case uses and training, clearly defining for employees how AI can be applied within their specific teams and roles and what particular tools can be leveraged. Targeted training sessions should be focused on practical applications and best practices.

It’s also crucial for organizations to maintain transparent communication about the AI implementation process, explaining the purpose and benefits of AI, addressing accuracy, privacy and ethical concerns, and providing regular updates to ensure everyone is informed.

Embracing AI is not merely about staying current with industry trends: It’s about making jobs easier with the tools necessary for personal and professional growth. To effectively support employees in integrating AI — and to reduce stress, uncertainty and fear — organizations should prioritize training, starting first with managers.