By: Anne McCord
Ever heard of FOBO? The Fear of Becoming Obsolete? This is a renewed phenomenon employees are experiencing with the hype of AI and the impact this technology may have on how work gets done. While AI is the newest technology that has created FOBO, this happens any time a new technology is introduced: Computers, the Internet, enterprise software, Cloud computing… and the list goes on.
Ensuring employees are engaged is so important for every business, and addressing FOBO directly will reinforce employee satisfaction and commitment. Consider these tips to get ahead of how AI and other emerging technologies may be impacting morale:
- Make FOBO an open topic, not a silent one. Silence intensifies FOBO because some employees may assume leadership is hiding bad news.
- Be open about how AI will change how the company operates and how it may change daily work.
- Share what future workforce plans look like and engage the team to provide feedback and ask questions.
- Hold team meetings, town halls and listening tours to keep your finger on the pulse of the employee experience.
- Shift the narrative from replacement to augmentation. Employees understand that technological advances augment jobs, yet AI is scarier than recent tech advancements. Be sure the team understands their value and where they will focus while allowing AI to support their work.
- Provide specific examples of what work will look like before and after.
- Explain the efficiency gains expected with the use of AI, not cuts in headcount.
- Highlight the opportunity this new technology offers.
- This is a perfect time to focus on reskilling and upskilling talent. When employees see how they will fit and that the company is investing in them, anxiety is reduced.
- Connect the emerging skills needed to current positions.
- Offer personalized learning opportunities to bridge the gap.
- Consider offering credentials or certifications along the way.
- Connect skill-building to career mobility and pay enhancements.
- The best employers redesign roles around humans = Redesign work, not workers.
- Preserve creativity, empathy, problem solving and judgment for the employees.
- Minimize rote administrative work to increase job satisfaction and allow employees to focus on their strengths.
- Work closely with the team to redesign how work gets done by splitting roles into “core” human tasks, vs. automatable tasks.
- Highlight career pathing. When the future is ambiguous, FOBO spikes.
- Create transparent competency maps.
- Offer mentorship and sponsorship opportunities.
- Consider documenting a successor plan that is visible to the team.
- Individualize career development opportunities to allow each team member to understand their worth and value.
- Include team goals that focus on adaptability, not just output.
- Reward learning and skill acquisition.
- Encourage cross functional mobility.
- Reward coaching and knowledge sharing.
- Culture, Culture, Culture – a focus on the organizational culture can buffer FOBO.
- Live the values and code of conduct every day.
- Allow for experimentation and failure on this journey.
- Collaborate when problem solving – allow more junior team members to participate in these important meetings.
- Focus on psychological safety.
- Frame the changes as “future proofing” the business in concert with the team. This can turn FOBO into a shared mission and improve engagement.
Pay attention to the warning signs that FOBO is rising, including reduced idea sharing, knowledge hording, mid-career attrition, rumor mill activity, and disengagement of remote employees. When leaders are open and transparent about job evolution and demonstrate an investment in future skill development, team members will recommit. A committed team ensures the business is set up for success with better retention, innovation, adaptability, and a resilient team.
A new year is an exciting time to address AI and the opportunities it presents – preparing everyone for success.