👀 AI promises to make work easier: shortening cycles, reducing errors, cutting rework, and improving decisions. But that promise only holds when teams have the skills and support to use it well. 🤝
Right now, many workers don’t feel prepared. Findings from Leapsome’s upcoming 2026 Workforce Trends Report show that 52% believe expectations for AI-driven productivity are unrealistic, and more than a third don’t expect to receive the training needed to keep up.
This is where People teams, in close partnership with managers and cross-functional partners, play a pivotal role. The task is to turn vague directives about AI into concrete skills, reinforced across the employee lifecycle: from competency frameworks to learning paths, goals, 1:1s, and performance reviews.
Across the market, adoption is rising fast. Gallup finds that frequent AI use at work has nearly doubled in two years in the US, with the highest usage among leaders (defined in the research as “managers of managers”); and according to McKinsey, 71% of organizations regularly use generative AI in at least one business function.
Turning that momentum into results takes more than access to tools. Leaders must explain the why and how to employees — not urge people to “just use AI” without clear ownership and support.
Governance and capability must move together. In Harvard Business Review, John Winsor, Jen Stave, and Ryan Kurt argue for shared, cross-functional ownership of AI rather than a single leader. SHRM places HR at the forefront of workforce upskilling and cautions that readiness is an ongoing capability, not a box to tick.
If adoption keeps accelerating while confidence and clarity lag, the gap will widen — unless HR leaders and managers turn AI from a mandate into a measurable capability backed by structured support.
In October, our 2026 Workforce Trends Report will dig into how organizations can close the readiness gap, including:
Where AI ambition outpaces support, and what shifts help close the gap
Guidance on rolling out AI responsibly, from piloting to scaling, with workload offsets and short-term enablement goals
Closing visibility and confidence gaps around AI policies and training so employees feel supported day to day
AI is only one focus; our report also explores retention, trust in HR, and other workplace trends shaping 2026.
🚶 Mind the gap. Leapsome’s upcoming 2026 Workforce Trends Report shows that while leaders expect AI to lift productivity, many employees don’t feel equipped to keep up.
📊 80% of HR leaders are confident their company will provide the necessary AI training, but 38% of individual contributors don’t trust they’ll get the training they need. That’s the AI skills gap — and closing it requires more than turning on tools.
Here’s how HR can help:
1️⃣ Model skills in competency frameworks
Make AI expectations visible in your competency framework. For example, add behaviors such as “checks AI outputs for accuracy” or “raises concerns about potential bias” so employees know what good practice looks like.
2️⃣ Connect to learning paths and goals
Tie these behaviors to structured learning paths and goals. Give employees opportunities to practice, and set measurable goals so progress can be tracked over time.
3️⃣ Reinforce in 1:1s
Use 1:1s to reinforce learning. Review real examples together and capture key takeaways that can be shared with the wider team.
4️⃣ Measure in reviews
Include AI use in performance reviews with clear, role-specific criteria. Recognize consistent, responsible use. Keep sensitive decisions (e.g., promotions, pay, terminations) human-led and explainable.
👉 See the infographic below for a checklist to assess your organization’s AI skills gap — the first step to closing it!
In each issue, we highlight powerful perspectives shaping how we work.
🎧 The BARF by WRKdefined: “Blue-Collar Pride, AI Efficiency, HR Job Wipes”
Among other topics, hosts William Tincup and Ryan Leary discuss headlines about IBM using AI to take on work previously done by a couple hundred HR roles while hiring in functions like programming and sales.
The hosts argue that treating HR as purely process work is demeaning; HR is strategic, and automation should target routine tasks while judgment-heavy people decisions remain human-led.
📝 Harvard Business Review: “Your AI Strategy Needs More Than a Single Leader”
A case for shared, cross-functional ownership of AI — useful as HR partners with IT, Legal, Security, and Data to put structure and guardrails in place.
Europe’s premier HR conference is back. Swing by our booth for a personalized live demo, chat with our team about AI readiness (over coffee, drinks, and snacks), or just say hi. 👋
▶️ On demand: “HR in the Age of AI: Challenges & Opportunities”
Industry experts David Hanrahan (SVP, People Success at SolarWinds) and Sandhiya Thiruvengadam (SHRBP, Apexon) join Jenny Podewils (Co-Founder & Co-CEO, Leapsome) to explore the challenges and opportunities of integrating AI into HR practices — from enhancing employee experience to streamlining processes and driving organizational success.
▶️ On demand: “What AI Means for the Future of HR”
AI is already reshaping performance, engagement, and organizational culture. In this webinar, industry experts examine both the current and future role of AI in HR, discussing:
Utilizing AI to foster a healthy work environment
How AI tools can help streamline and optimize feedback
Understanding and mitigating the potential risks of AI in HR
