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The consulting firm Accenture recently laid off 11,000 employees while expanding its efforts to train workers to use artificial intelligence. Its a sharp reminder that the same technology driving efficiency is also redefining what it takes to keep a job. And Accenture isnt alone. IBM has already replaced hundreds of roles with AI systems, while creating new jobs in sales and marketing. Amazon cut staff even as it expands teams that build and manage AI tools. Across industries, from banks to hospitals and creative companies, workers and managers alike are trying to understand which roles will disappear, which will evolve, and which new ones will emerge. I research and teach at Drexel Universitys LeBow College of Business, studying how technology changes work and decision-making. My students often ask how they can stay employable in the age of AI. Executives ask me how to build trust in technology that seems to move faster than people can adapt to it. In the end, both groups are really asking the same thing: Which skills matter most in an economy where machines can learn? To answer this, I analyzed data from two surveys my colleagues and I conducted over this summer. For the first, the Data Integrity & AI Readiness Survey, we asked 550 companies across the country how they use and invest in AI. For the second, the College Hiring Outlook Survey, we looked at how 470 employers viewed entry-level hiring, workforce development, and AI skills in candidates. These studies show both sides of the equation: those building AI and those learning to work with it. AI is everywhere, but are people ready? More than half of organizations told us that AI now drives daily decision-making, yet only 38% believe their employees are fully prepared to use it. This gap is reshaping todays job market. AI isnt just replacing workers; its revealing whos ready to work alongside it. Our data also shows a contradiction. While many companies now depend on AI internally, only 27% of recruiters say theyre comfortable with applicants using AI tools for tasks such as writing résumés or researching salary ranges. In other words, the same tools companies trust for business decisions still raise doubts when job seekers use them for career advancement. Until that view changes, even skilled workers will keep getting mixed messages about what responsible AI use really means. In the Data Integrity & AI Readiness Survey, this readiness gap showed up most clearly in customer-facing and operational jobs such as marketing and sales. These are the same areas where automation is advancing quickly, and layoffs tend to occur when technology evolves faster than people can adapt. At the same time, we found that many employers havent updated their degree or credential requirements. Theyre still hiring for yesterdays résumés while tomorrows work demands fluency in AI. The problem isnt that people are being replaced by AI; its that technology is evolving faster than most workers can adapt. Fluency and trust: The real foundations of adaptability Our research suggests that the skills most closely linked with adaptability share one theme, what I call human-AI fluency. This means being able to work with smart systems, question their results, and keep learning as things change. Across companies, the biggest challenges lie in expanding AI, ensuring compliance with ethical and regulatory standards, and connecting AI to real business goals. These hurdles arent about coding; theyre about good judgment. In my classes, I emphasize that the future will favor people who can turn machine output into useful human insight. I call this digital bilingualism: the ability to fluently navigate both human judgment and machine logic. What management experts call reskillingor learning new skills to adapt to a new role or major changes in an old oneworks best when people feel safe to learn. In our Data Integrity & AI Readiness Survey, organizations with strong governance and high trust were nearly twice as likely to report gains in performance and innovation. The data suggests that when people trust their leaders and systems, theyre more willing to experiment and learn from mistakes. In that way, trust turns technology from something to fear into something to learn from, giving employees the confidence to adapt. According to the College Hiring Outlook Survey, about 86% of employers now offer internal training or online boot camps, yet only 36% say AI-related skills are important for entry-level roles. Most training still focuses on traditional skills rather than those needed for emerging AI jobs. The most successful companies make learning part of the job itself. They build opportunities to learn into real projects and encourage employees to experiment. I often remind leaders that the goal isnt just to train people to use AI but to help them think alongside it. This is how trust becomes the foundation for growth, and how reskilling helps retain employees. The new rules of hiring In my view, the companies leading in AI arent just cutting jobs; theyre redefining them. To succeed, I believe companies will need to hire people who can connect technology with good judgment, question what AI produces, explain it clearly, and turn it into business value. In companies that are putting AI to work most effectively, hiring isnt just about resumes anymore. What matters is how people apply traits like curiosity and judgment to intelligent tools. I believe these trends are leading to new hybrid roles such as AI translators, who help decision-makers understand what AI insights mean and how to act on them, and digital coaches, who teach teams to work alongside intelligent systems. Each of these roles connects human jdgment with machine intelligence, showing how future jobs will blend technical skills with human insight. That blend of judgment and adaptability is the new competitive advantage. The future wont just reward the most technical workers, but those who can turn intelligencehuman or artificialinto real-world value. Murugan Anandarajan is a professor of decision sciences and management information systems at Drexel University. This article is republished from The Conversation under a Creative Commons license. Read the original article.
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E-Commerce
Imagine starting a new job where your onboarding feels personalized just for you, with an AI assistant guiding you through training, introducing you to teammates, and checking in on how youre settling in. That level of personalization in the workplace isn’t just a concept for the future – its already here and happening more rapidly than many HR departments anticipate. AI is transforming HR in the workplace. In 2026, AI wont just take over repetitive tasks, but it will fundamentally change how companies hire, onboard, coach, and retain employees. The result is HR teams that are more strategic, data-driven, and more human than ever. After more than a decade working in HR tech for small businesses and startups, Ive seen that when AI is thoughtfully applied, it can enhance both efficiency and empathy. When used effectively, AI helps HR leaders focus less on paperwork and administrative tasks and more on the employees. AI is helping HR leaders drive meaningful change and streamline operations, all while preserving the human touch thats at the heart of great workplaces. Heres how I see AI reshaping HR in 2026 and the years to come: Streamlining Operations with AI AI is already automating many of HRs most time-consuming tasks, from managing benefits to answering employee questions. IBMs Ask HR platform, for example, is automating hundreds of roles previously devoted to automating answers to common inquiries. This kind of change allows HR professionals to redirect their time toward strategy, culture and engagement. AI is managing software and systems that previously couldn’t communicate. There are 5,700 pieces of payroll and HR software, most of which dont talk to each other and need someone to manage them. The task of managing this software is ideal for AI automation, especially workflows, onboarding/offboarding, compliance & audits, and high-priority HR employee requests. Its not always about efficiency. As automation advances, companies must ensure the human experience doesnt get lost. The next generation of HR tools will blend speed with compassion, using AI to make employee interactions smoother and more supportive. Personalized Onboarding Workflows The first 90 days are critical for the retention and productivity of new hires. AI-driven onboarding systems can now customize each step of the process, tailoring introductions, training plans, and check-ins based on each role, skills, and personality. Instead of one-size-fits-all onboarding, new hires receive an experience that feels relevant and personal from the first day on the job. That level of automation and personalization not only accelerates ramp-up time but also builds a stronger sense of belonging, individualizing the journey for every new team member. Digital Coaching and Real-Time Support Coaching used to be an extra perk reserved for executives. Now, AI-powered tools and confidential chatbots embedded in Slack or Teams are bringing that level of guidance to everyone. These integrated tools can offer personalized collaborative feedback, monitor engagement trends, and provide employees with a safe, always-on space for support and sharing. The result is an environment where learning and growth become endless and available to all. Doing More with Leaner Teams In the startup world, especially, founders are increasingly scaling HR functions before hiring senior HR leaders. With AI platforms now able to assist with recruiting, compliance, and employee engagement, small teams can manage complex workforce needs effectively. Some are spending way too much time in the weeds of HR, manually tracking state registrations, scrambling to handle onboarding paperwork and worrying about payroll accuracy and compliance. With AI-powered tools, companies can focus on scaling their business and let the software ensure that every detail is done right. This ultimately gives founders their time back and makes HR a solved problem. This newer and more lean HR model allows startups to focus on strategy and workplace growth rather than administrative tasks, demonstrating that technology and AI tools can democratize access to quality HR, rather than replace it. Keeping Humans in the Loop The best AI systems will never replace the responsiveness and creativity of HR professionals. Instead, theyll enhance and complement those skills. A human-in-the-loop approach ensures that technology supports human judgment, rather than replacing it. When humans and AI work together, HR teams can build workplaces that are not just efficient but also resilient and more connected. The future of HR isnt about replacing people with algorithms. Its about empowering people with better tools, platforms and resources. AI will take care of the repetitive so that humans can focus on trust, connection, and culture in the workplace. The true promise of AI in HR is not about losing humanity but enhancing it.
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E-Commerce
Improving your work life doesnt always require sweeping changes. Sometimes, the most effective strategies are the simplest ones, whether thats protecting time for personal care, restructuring your day for better focus, or carving out moments with family. These small adjustments can reduce stress, restore balance, and promote better productivity and focus. Here, Fast Company Executive Board members share the simple changes theyve made that have significantly improved the quality of their work lives and why these shifts are worth considering. 1. DESIGNATING ‘OFF-LIMITS’ HOURS I protect my time, headspace, and energy. I have designated hours every day that are “off limits,” dedicated to my workout, personal matters, and focus time. I do not allow myself to take any “urgent” calls or meetings, unless there’s an absolute emergency during those dedicated hours. I treat those daily hours just as vital as I treat my meeting hours. – Slma Shelbayah, Shelbayah Consulting 2. TURNING OFF PUSH NOTIFICATIONS I turn off notifications on all devices for email and Slack to avoid the temptation to check messages when they come in and instead batch-read and respond. Doing so helps avoid context switching, which is far more costly than we like to admit. Also, when on vacation, I actually remove the email and Slack icons from my phone’s home screen to add a slight extra hurdle to checking messages too frequently. – Kurt Donnell, Freestar 3. BLOCKING TIME FOR STRATEGIC IDEATION I block time on my calendar for strategic ideation, review of decisions made during the week, and reflection on whether I am making decisions and engaging in work consistent with my values. I also work the calendar rather than it working me. – Jay Bhatt, Deloitte 4. WALKING AND BRAINSTORMING IN THE MORNINGS In the mornings, when it’s not too hot or too cold, I go for a walk and I talk with Perplexity voice mode, organizing my day, brainstorming my challenges, thoughts, and more. This way, I get my steps in and don’t waste the precious morning alertness on useless things. – Al Sefati, Clarity Digital, LLC 5. HITTING A DAILY STEP GOAL Hitting 9,000 steps a day was a game-changer. Even with 14 hours behind a desk, walking eased my hip and back pain. One day, a man I always passed waved and thanked me. Hed started walking too. A small change not only improved my life, but also inspired someone elses. – Louis Camassa, Rithum 6. SUNDAY JOURNALING I struggle to turn off my “productivity” brain. One Sunday, I sat down and wrote. Not a to-do list, not an emailjust a journal entry. Messy, unfiltered, just for me. It felt like exhaling. Now, I make it a practice. Sunday journaling is my pause button, my moment to get all the stuff out of my head and onto paper so I can start the week with a little more clarityand a little less noise. – Irina Soriano, Seismic 7. PROTECTING DAILY FOCUS TIME One simple change I made was setting boundaries around focus time. I protect a few hours each day where Im fully present with my workno emails, no noise. It works because it restores clarity, reduces stress, and turns tasks into creative flow. Protecting your energy is the greatest upgrade to your work life. – Sudhir Gupta, FACTICERIE 8. DEDICATING WEEKENDS TO NATURE I have dedicated my weekends to being outdoors in nature, hiking, and totally disconnecting from work. This time away from work allows me to recharge, think clearly, and come to work on Monday not feeling burned out. Making this change was slight. As well as taking this time for myself, I am also more focused, energized, and satisfied with work. – Gianluca Ferruggia, DesignRush 9. SETTING ASIDE TIME FOR FAMILY One simple change Ive made is to block out several times during the day to spend with my toddler son. Those moments reenergize me, give me perspective, and actually make me more productive when I return to work. Its a reminder that recharging doesnt always mean stepping away completelyit can mean leaning into the things that bring you joy outside of business. – Kristin Marquet, Marquet Media, LLC 10. SAYING NO TO THE WRONG PROJECTS I decided to stop accepting new projects unless they were genuinely committed to safety excellence. Many organizations claim to prioritize safety or that it is a corporate value, but often, their actions tell a different story. By saying no to clients lacking a true commitment to safety, I preserve my focus and energy for work that genuinely resonates with me and aligns with my core values. – Shawn Galloway, ProAct Safety, Inc. 11. OPTIMIZING MY WORK ENVIRONMENT I have optimized my work environment for productivity. I run my company from a home office in a high-rise apartment. I chose this property purposefully because of the cityscape view. I have the latest MacBook Pro, use Ethernet, and have everything organized. I also have inspiring artwork in the property, as well as home plants, and an external monitor. My office is “epic,” so to speak. – Leon Sylvester, Soberclear 12. GOING TO THE GYM DAILY I go to th gym every single day. It’s like making my bed. I feel like I’ve accomplished something by just showing up. It doesn’t have to be intense. Maybe I’ll make a phone call while walking on the treadmill or maybe I’ll just ride the bike and scroll through my emails. Other times, I will push myself on the weight machines and grow my overall confidence, seeing my strength increase over time. – John William Patton, ProVention Health Foundation 13. LIMITING PRIORITIES TO TACKLE EACH WEEK Ive stopped trying to solve everything at once. Instead, I focus on three to four priorities each week that will truly move the business forward. While its not always easy to let go of smaller tasks, this approach has made me a stronger leader and colleagueand its also given me back valuable time. – Martin Pedersen, Stellar Agency 14. CHOOSING A WORK LOCATION BASED ON TASKS Here’s a simple change thats improved my work life. Ive started to work for my day. I head into the office for the moments that truly mattercollaboration, connection, big conversationsand I work from home when I need quiet focus to knock out thoughtful tasks without interruptions. Its been a game-changer for both productivity and balance. – Britton Bloch, Navy Federal Credit Union 15. CLEANING UP MY DIGITAL WORKSPACE The change I made was cleaning up my digital workspace. Every week, I clean folders and files, and even unsubscribe from unnecessary emails. Clutter in the digital world creates hidden stress. By simplifying my digital environment, I cut the friction, save time hunting for information, and reduce the overall mental overload. Its like decluttering an office, but the one I carry in my pocket. – Volen Vulkov, Enhancv
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E-Commerce
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