AI initiatives often stall at a familiar point: the gap between leadership intent and employee experience. Communication bottlenecks already exist in large organizations, and AI can intensify them when uncertainty or skepticism is left unaddressed.
For adoption to succeed, executives need to be visible participants rather than distant sponsors. Change management is more effective when leaders model the behaviors they expect. This includes engaging in demonstrations, participating in pilot efforts, and creating direct dialogue rather than relying solely on middle management.
Shifting Sentiments
When ChatGPT began making headlines, our team emphasized the need for policies, frameworks, and effective communication around the adoption and use of generative AI in the workplace.
At that time, it was seen as novel, yet full of potential. Employees were much faster to embrace LLMs than enterprises, with 30% reportedly using them regardless of employer approval. Only a quarter of companies reported explicitly allowing their use. Since then, we have seen a significant shift. Nearly 70% of companies worldwide leverage LLMs, but their teams have become increasingly apprehensive.
This dichotomy stems from a lack of communication, transparency, and guidance, and because of it, implementation has been a challenge. According to MIT, only about 5% of enterprises that have adopted AI tools have managed to successfully integrate them into their daily workflows.
How Employees Feel About AI in the Workplace
In 2025, a Pew Research Center study found that just over half of workers (52%) said they feel worried about how AI may be used in the workplace, while only 36% described themselves as hopeful and 33% felt outright overwhelmed. A mere 6% believed AI would create more job opportunities for them personally, compared to nearly a third who believe the opposite.
That anxiety is especially pronounced among younger workers. A 2026 Randstad “Workmonitor” survey of 27,000 employees found that four in five expect AI to affect their daily tasks. Gen Z expressed the most concern, with nearly half of the respondents fearing that the technology will benefit corporations more than the workforce.
When employees feel uncertain or excluded from the decision-making process, AI is perceived as a threat rather than a productivity tool. Overcoming this requires clear change management processes and proactive communications strategies that encourage two-way dialogue.
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Rethinking Linear Change Management for AI
Traditional change management assumes a stable endpoint: a tool is introduced, training is delivered, and adoption follows. AI does not operate this way. The technology is evolving rapidly, and its applications continuously shift as teams test and learn. Treating AI as a one-time rollout almost guarantees friction.
Successful adoption requires strategic planning and an adaptive approach that anticipates iteration. Implementation should be cyclical rather than linear, with regular reassessment as tools, policies and employee confidence evolve. That begins with focused pilot programs. Instead of deploying AI broadly and expecting teams to self-navigate, organizations are better served by selecting a small group to test, question, and refine how AI fits into daily work.
Early participants move from experimentation to applied expertise, creating internal credibility that cannot be achieved through top-down directives. Feedback loops, clear compliance guardrails, and visible internal communications about what is being tested and why reinforce that AI adoption is being managed, not imposed. When employees see structure and support, AI is more likely to be viewed as a shared capability rather than a disruptive mandate.
Why Executive Leadership Determines Adoption Outcomes
When leadership takes an active role, it signals that AI is not just a productivity mandate but a strategic shift approached with care. This level of involvement improves adoption and helps rebuild trust by showing employees their concerns are heard throughout the process.
If your organization is navigating change, let’s ensure your team is supported every step of the way. Connect with ARTÉMIA today to build tailored change management strategies that engage your workforce, empower your leaders, and make AI a shared success.
