If you’re a manager trying to wrap your head around AI at work, you’ve probably noticed a wide range of reactions from your team. 

Some employees are already best friends with the bots, using AI to save time, streamline tasks, and make their work easier. Others are curious but cautious, interested in how to use AI at work, but unsure where to start. And then there are those firmly in the “not for me” camp, eyeing AI like a suspicious new gadget that’s here to replace them. 

All of these responses are completely normal. Your role as a manager isn’t to force AI adoption, but to guide your team so they feel supported, informed, and confident exploring it. With empathy, clear communication, and small, practical steps, you can help your team see AI as a tool, not a threat. 

Common challenges to AI adoption in the workplace

Before rolling out new tools or training, it helps to understand what’s driving hesitation. Resistance to AI is rarely about unwillingness; it’s usually rooted in very real concerns. 

Common barriers include:

• Fear of change: Even positive change can feel disruptive. New tools challenge established routines and comfort zones.
• Job security concerns: Headlines about AI replacing jobs can fuel anxiety, even when fears may not be grounded in reality.
• Mistrust of accuracy: Employees who take pride in their expertise may be wary of relying on tools that can sometimes get things wrong.
• Ethical and privacy reasons: Questions around data security, bias, and responsible use are valid and deserve thoughtful discussion.

When you understand what’s behind the hesitation, you’re better positioned to meet your team where they are and address concerns with transparency. 

Step 1: Create an open forum for conversation

Start by creating a safe space for honest conversations. Not everyone feels comfortable speaking up in meetings, so consider using anonymous tools or surveys where employees can ask questions freely. 

You might also host an informal team session — less formal meeting, more open discussion — where people can share perspectives, voice concerns, and hear from others. The goal isn’t to sell AI, but to encourage curiosity and shared understanding. 

When employees feel included in the conversation, they’re far more likely to engage and even get excited about AI. 

Step 2: Clearly define the "why"

Even after concerns are addressed, the next question is inevitable “Why do we need this?” 

Be specific about what AI is meant to support, such as: 

• Improving productivity and efficiency at work
• Reducing repetitive or time-consuming tasks
• Supporting better, faster decision-making
• Freeing up time for more meaningful, strategic work

It’s especially important to emphasize that AI is designed to support employees — not replace them. When people understand the purpose behind the technology, they’re far more open to learning how to use AI at work in ways that actually help them. 

Step 3: Start small and keep it practical

AI adoption doesn’t have to be a massive transformation overnight. Start with small, low risk use cases that allow employees to experiment without pressure. 

Simple examples include:

• Summarizing meeting notes
• Drafting outlines
• Brainstorming ideas
• Organizing or synthesizing information

These quick wins help teams see how AI for productivity and efficiency at work can make daily tasks easier without disrupting workflows. 

Small successes build confidence — and momentum. 

Step 4: Lead by example (even if you're still learning)

You don’t need to be an AI expert to lead effectively. What matters most is modeling curiosity and openness. 

Share how you’re experimenting with AI, what’s working, and what you’re still figuring out. Highlight articles, examples, or use cases that feel relevant to your team’s work. When leaders show they’re learning too, it normalizes experimentation and reduces fear. 

Step 5: Provide AI training and resources

As interest grows, support it with thoughtful AI training. This might include online courses, short workshops, guided demos, or a shared library of tools and best practices. 

Make sure training meets people where they are. Offering a mix of formats — videos, written guides, and hands-on sessions — helps ensure employees with different learning styles feel supported. 

Accessible, ongoing AI training sends a clear message: learning is expected, supported, and valued. 

Step 6: Reinforce what only humans can do

AI is powerful, but it can’t replace human creativity, empathy, judgment, or critical thinking. Acknowledging this openly helps employees feel secure and valued. 

Call out moments where human insight made the difference and celebrate when employees use AI to enhance — not replace — their skills. This reinforces a healthy partnership between people and technology, strengthening trust and morale. 

Final Takeaway

Introducing AI to your team is as much a change‑management effort as it is a technology initiative. By leading with empathy, starting small, and investing in people‑first training, you can help your team use AI with confidence—and unlock its real value at work.