AI (Synthetic Intelligence), Greatest Workplaces, Innovation
I do know the calls for CEOs face as a result of I’m one.
Proper now, we’re racing to get the appropriate AI instruments into our individuals’s fingers so our organizations can develop.
In conversations with different CEOs, they inform me their tech stack is robust. Their coaching is rolling out. Each IT field is checked. And but, adoption is sluggish. The funding isn’t paying off. Frustration and worry are excessive.
Leaders level to worker readiness as the issue. They need to know: How can I get my individuals on board?”
Right here’s what many leaders miss: Individuals don’t change till their leaders do.
We wish our individuals to be agile, progressive, and able to “meet the second.” However whereas we’re them, they’re us — for readability, confidence, route, and care.
That is what stalls success. If adoption is sluggish, it’s not an AI downside. It’s a management downside. AI success isn’t solely a check of your expertise. It’s a check of your management.
Our Nice Place To Work® international workforce examine of practically 10,000 staff throughout 25 nations reveals that 85% of the worldwide workforce has entry to AI expertise. However solely 44% really feel enthusiastic about utilizing it or belief their employer to make use of it responsibly.
Workers aren’t missing instruments. They’re missing belief, readability, and help. Our survey reveals that staff who’ve obtained no AI coaching are captivated with AI in the event that they imagine that their leaders will get them skilled the appropriate method on the proper time. That is all about belief, not coaching. If individuals don’t belief their leaders, they really feel anxious, unprepared, or overlooked of selections that have an effect on them. They fear AI will substitute them. That worry doesn’t get solved with software program. It will get solved with belief and psychological security.
For this reason so many organizations haven’t scaled past pilot initiatives. They’re caught, wanting outward for options — extra spending and extra instruments — and never inward at how they lead.
So, when CEOs ask me, “Why isn’t AI use translating into actual enterprise impression?” I reply their query with extra questions:
- Do your individuals belief you?
- Are you addressing worry immediately?
- Do individuals perceive how AI helps their careers?
- Are they afraid of dropping their job?
- Do they really feel protected experimenting and studying?
Why the 100 Greatest are totally different
These are questions I don’t have to ask leaders on the 2026 Fortune 100 Greatest Corporations To Work For®, as a result of I do know the expertise their persons are having. These firms outperform their friends on worker expertise — from agility and innovation to management behaviors.
On the 100 Greatest, 81% of staff say their office is psychologically protected, in comparison with 56% at typical workplaces. When individuals really feel psychologically protected, they’re 44% extra prone to really feel assured of their leaders, and greater than twice as prone to keep.
Excessive-trust leaders don’t hand individuals AI instruments and hope for the perfect. They lead. They use AI and discuss about it. They clarify what’s altering and why. They tackle worry immediately. That doesn’t imply promising there received’t be layoffs. In case you do, you’ll lose credibility. Layoffs are a part of enterprise, they usually had been lengthy earlier than AI. However they need to be the final resort, not the plan.
In case your story is “we minimize prices,” you’re lacking the purpose. One of the best safety in opposition to layoffs is progress, and AI ought to enable you to try this.
It’s about doing extra with the individuals you’ve got so you possibly can develop your enterprise. Speak to me about how AI is elevating income per worker, not how a lot you’ve slashed prices.
The 100 Greatest leaders give attention to what’s efficient, not merely environment friendly — on outcomes, not simply utilization. Development, not cuts. Security, not worry. Extra humanity, not much less. AI is used to make work higher for all — not scarier.
When leaders create that atmosphere for each working particular person, resistance fades. Individuals imagine AI will enhance their work, their jobs, and their careers. Belief grows, and enterprise efficiency follows.
“Workers aren’t missing instruments. They’re missing belief, readability, and help. That is all about belief, not coaching.” – Michael C. Bush
Our analysis reveals AI adoption is 2.5 occasions extra possible when leaders discuss brazenly about AI and encourage its use — and a couple of.1 occasions extra possible after they clarify the way it helps staff’ careers. Workers who use AI not less than month-to-month are extra adaptable, extra dedicated, and provides additional effort.
At Synchrony, No. 1 on the listing, staff are 9 occasions extra prone to embrace AI when leaders join it to progress conversations and 4 occasions extra possible after they perceive how AI creates new progress alternatives for the corporate. With sturdy communication and coaching, Synchrony staff report 70% larger innovation.
That is the equation that by no means fails: Leaders form the worker expertise, and that have drives enterprise efficiency. It’s The Nice Place To Work Impact.
5 methods 100 Greatest leaders construct belief round AI
Leaders usually assume their expertise at work mirrors everybody else’s. It doesn’t. The expertise worsens as you progress down the org chart.
AI isn’t any totally different. Enthusiasm, encouragement, entry, and adoption all drop the additional you get from the highest.
Too usually, AI isn’t reaching frontline staff — not as a result of they’re resistant, however as a result of they’re not getting belief, help, or entry from their supervisor, who won’t be getting these issues from their supervisor.
Executives suppose they’re speaking clearly about AI. Frontline staff disagree. Whereas 83% of executives say the message is evident, solely 37% of frontline staff agree, in accordance with our international survey. Equally, 81% of executives imagine they’re supportive, however solely 33% of frontline staff really feel inspired to make use of AI.
Entry tells an identical story. Whereas 82% of executives say their firm offers AI instruments to assist individuals do their job higher, solely 48% of frontline managers and 38% of particular person contributors say the identical.
AI solely creates worth when it’s used constantly, confidently, and by many individuals throughout the group. Right here’s how high-trust leaders shut these gaps and make that occur:
1. Dispel the worry
Clarify what’s altering — and why.
Two in three frontline staff fear that AI might substitute their jobs, in accordance with 2025 analysis from UKG. When individuals worry being changed or don’t know what’s coming, belief erodes. Worry slows adoption and success. Transparency builds belief.
Excessive-trust leaders set clear expectations; share privateness guiderails; and are clear about what knowledge AI makes use of, how it’s used, and the way it’s protected. They share use circumstances, wins, and classes discovered from throughout the group.
When staff perceive the aim, belief the guardrails, and really feel concerned in shaping how AI is used of their roles, they’re way more possible to make use of AI. Desk staff with clear AI tips are six occasions extra prone to have experimented with AI instruments.
Edward Jones developed 5 guiding rules to assist staff perceive AI’s objective and limits: human-centered, accountable, reliable, and inclusive. The corporate makes use of multi-channel updates like “Choices Unpacked” periods, city halls, and workplace hours to get suggestions and have interaction staff.
2. Make studying position related
Individuals are extra possible to make use of AI if coaching is tied on to their jobs.
Workers with AI coaching are greater than twice as prone to actively use AI of their work in comparison with these with out coaching, in accordance with our international survey.
On the 100 Greatest, 85% of staff say coaching and improvement furthers them professionally, making innovation alternatives 87% extra possible.
At Capital One, staff get personalised genAI studying paths and a expertise snapshot to allow them to determine gaps, upskill, and apply AI of their day-to-day work.
3. Maintain people within the loop
AI ought to help judgment, not substitute it. When staff are concerned in choices that impression their work, they adapt sooner and are 41% extra possible to embrace change.
Financial institution of America emphasizes human oversight, transparency, and accountability for AI outcomes throughout the financial institution. Navy Federal Credit score Union makes use of AI to enhance work underneath human oversight and is clear about when AI is concerned.
4. Create house for peer studying
Individuals are way more prone to attempt new expertise after they really feel supported and a part of a trusted group. Curiosity turns into confidence, and confidence drives motion.
In our international examine, 89% of worker useful resource group members use AI not less than as soon as a month, in comparison with 67% of non-members at typical workplaces.
Salesforce runs companywide “agentforce” studying days showcasing actual examples and organizes collaborative boards for peer-to-peer studying. MetLife makes use of inside networks and playbooks to unfold what’s working throughout groups, with leaders and ambassadors amplifying success.
5. Share progress
One of the best workplaces monitor and share progress round AI use and confidence.
Marriott Worldwide provides managers knowledge on engagement, studying gaps, and conduct shifts utilizing a dashboard in its studying platform.
Construct belief — and they’ll come
CEOs like to say challenges are alternatives. They’re, however not only for our groups. For us, too.
This second calls on leaders to construct belief, scale back worry, and create confidence.
When individuals belief their leaders, they belief how AI shall be used. And belief that layoffs are a final resort.
In enterprise, the workforce grows, and the workforce shrinks; everybody is aware of that. What your individuals actually need to know is whether or not you might be doing every little thing you possibly can to assist them develop at your group, or the subsequent one. Your clear phrases and equitable actions will inform them.
Let’s be actual and allow individuals to make the world higher with AI.
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