3 ways to unlock human potential with AI

From global economic uncertainty to geopolitical shifts, few megatrends are more influential in the business landscape than artificial intelligence (AI). And yet, the Adecco Group’s research has identified a striking lack of urgency from business leaders in responding to the challenges AI can pose in the work landscape. In 2024, 61% of business leaders recognised AI as a gamechanger in their industry, but only 1 in 10 had made significant progress in their digital transformation.  

Considering the impact of AI on the workforce and its ability to unleash human potential, leaders must do more to help workers feel confident and capable of using it to its full capabilities.  

The impact of AI

AI has become more embedded in the past year, and organisations have been able to measure its impact on the workforce. There was a significant rise in the number of workers who used AI every day: from 31% in 2023 to 48% in 2024. Worldwide, 23% of workers said AI had made their skills less relevant in 2024, and 21% said it forced them to consider a change of profession.  

The productivity gains were clear: workers were saving 1 hour per day on average by using AI tools, and a fifth of users even said the technology was saving them as many as two hours a day. What’s more, 73% of workers said AI had made them more productive and AI gave 29% of employees more time to check the quality/accuracy of their work.  

AI reveals high-value human potential

This increased productivity allowed human potential to flourish. We found that 28% of workers spent the time they saved with AI on more creative work and 27% said it gave them better work/life balance.  

However, not everyone is maximising the productivity gains: 35% reported spending more time on the same workload or more mundane tasks. This may be because only 25% of global workers had received training on how to use AI at work.  

How employers can unleash human potential with AI

The Adecco Group has identified three ways in which employers can unlock the human potential of their workers with AI.  

1. Make human skills the goal of AI integration

The huge rise in AI technology hasn’t made human skills obsolete; quite the opposite. In 2024, leaders estimated the biggest skills gap lay in creativity and innovation, and over half (57%) of leaders thought the human touch was more influential than AI in the workplace. The same was true for workers: 76% valued the human expertise of a recruiter in assessing their skills and experience.  

The goal of AI integration should be to free up workers’ time to focus on strategic and creative work that requires uniquely human skills.  

2. Provide holistic AI training to all workers

Two-thirds (66%) of the leaders surveyed in 2024 were planning to recruit new talent to fill positions requiring AI skills, rather than train their existing teams. In parallel, one fifth (22%) of workers said they are held back from using AI because they haven’t received guidance on how to use it properly. This is unsurprising, when only one-quarter said they had been trained in how to use AI at work.  

Employers must provide more direction across the entire workforce and set them up for an adaptable future. For example, the number of junior and lower-paid workers who had received training on how to use AI at work was drastically lower than the global average and even lower than high-income earners and managers. If allowed to persist, this inequity could create a significant knowledge gap. Employers need to provide holistic AI training, including on-the-job guidance, inclusive policy guidelines and upskilling to all.

3. Train your leaders

The majority (57%) of global leaders lack confidence in their leadership team’s AI skills and knowledge. This lack of readiness amongst leaders impacts not only the overall strategic output of organisations, but also workforce readiness.  

When the leadership team has sufficient AI skills and knowledge the organisation is significantly more likely to provide Ai upskilling and guidance to employees (65% v 50%).  

Leadership development must be a core component of AI implementation. Companies must strengthen their commitment to their leaders with a focus on managing complex change and uncertainty. In turn, leaders urgently need regular contextual updates and training in AI skills.  

Leadership development must be a core component of AI implementation. Companies must strengthen their commitment to their leaders with a focus on managing complex change and uncertainty. In turn, leaders urgently need regular contextual updates and training in AI skills.  

Leading through change in 2025

Progress on these three fronts would empower organisations and leaders and enable every employee to do their best work – but has there been progress in the past year? Questions remain: are organisations adaptable and future-ready? Are leaders placing unfair AI expectations on their workers? Are talent strategies keeping pace with disruption?  

Discover the view from the C-Suite in 2025 by registering for the Adecco Group’s latest Business Leaders research, Leading in the age of AI: Expectations versus reality. For more insights into the concerns, priorities and thoughts of global workers, download the full report: Working through change: Adapting to an AI-driven world of work.