Artificial intelligence (AI) is radically transforming the world of work. While its promises of efficiency, automation, and time savings are real, its use can also prove to be a source of stress and anxiety for employees. Between performance pressure, a sense of surveillance, fear of obsolescence, and the need to constantly adapt, the impacts of AI on workplace well-being are multiple and must be taken into account by employers.
This article provides an overview of the psychosocial issues linked to AI and some concrete ideas for supporting employees in this transformation.
AI's Impact on Well-being: A Double-Edged Sword
On the one hand, AI offers concrete possibilities for reducing workload, particularly by automating repetitive or low-value tasks. On the other hand, it raises certain ethical issues and, when misused, can become a source of many ills: professional burnout, depression, headaches, anxiety, fatigue, etc.
Here are some common causes of discomfort in AI-related work environments:
- Performance pressure and increased surveillance: AI tools enable detailed tracking of behavior. Typing rhythm, response times, and productivity can be monitored in real time, intensifying the pressure felt in the workplace.
- Constant need for adaptability: Automation is transforming the skills employers seek. For talent, this translates into a constant need to evolve, train, and stay up-to-date to adapt to this changing work environment—no small feat. This dynamic can be exciting for some, but can be stressful for others, especially those less comfortable with technology.
- Feelings of insecurity: Another major stressor for employees is the fear of being replaced. While some jobs are set to evolve, others could simply disappear with automation.
- Dehumanization of interactions: When AI tools replace certain human interactions, work can lose warmth and meaning. For example, completing tasks with the help of a chatbot rather than collaborating with a colleague can create a feeling of isolation.
- Loss of skills: While AI is a powerful tool, it is not infallible. It can make mistakes, or even "hallucinate," confidently generating false information. When relied on without critical thinking, this can harm the quality of work. In the long term, there is also a risk of impoverishing human skills: by repeatedly delegating certain cognitive tasks to AI (writing, decision-making, analysis), employees could lose the habit of thinking for themselves, which is detrimental to professional development and self-confidence.
How to reduce the negative impact as an employer?
It is essential for employers to implement certain measures to support their teams in the healthy adoption of artificial intelligence tools. This is especially true in Quebec, with the Act to Modernize the Occupational Health and Safety System, which will come into force in October 2025. This law will require employers to target psychosocial risks and adopt preventive measures to preserve and maintain employee well-being.
Here are some strategies to explore to ensure the negative impact of AI in the workplace is reduced:
1. Provide ongoing support and training
For AI to be perceived as an advantage, rather than a threat, it's essential to empower employees to take ownership of the new tools. To meet this need, it's crucial to offer regular training (webinars, workshops, mentoring) and content tailored to different skill levels. Accessible and supportive technical support, as well as scheduled time for training, are essential to reduce pressure and build employee confidence.
2. Train managers
The manager's role is evolving. In a context of automation, it's no longer just a matter of delegating or optimizing, but of guiding, listening, and supporting. Leaders must be equipped to humanize the use of AI, remain attentive to their teams' concerns, and encourage gradual adoption of the tools. Good leadership can transform artificial intelligence into a lever for autonomy rather than a surveillance tool.
3. Promote transparency and communication
When technology decisions are made without dialogue, employees can feel excluded, irrelevant, or interchangeable, which has a profound impact on their motivation and mental health. Concretely explaining how the company uses AI tools, justifying decisions made related to artificial intelligence, and involving employees in decision-making can help build trust. Encourage employees to communicate their concerns and fears by fostering open and constructive dialogue.
4. Foster a culture of collaboration
Cultivating a culture of collaboration and belonging within workplaces is becoming essential. This type of culture strengthens resilience through human connection, particularly for hybrid or remote teams. By valuing inclusion and social connection, employers can help maintain a healthy and supportive work environment despite technological disruptions.
Putting people back at the center of digital transformation
AI tools can be valuable allies in improving working conditions, provided they are deployed with caution, transparency, and humanity. Preventing psychosocial risks, a sound change management strategy, and recognizing human needs must be at the heart of any AI integration strategy.
Technological transformation must not come at the expense of well-being. Ultimately, it's not technology that creates value, but the humans who design it, use it, and put it to work that delivers meaning.
Pascale Hubert
Web Writer