Supporting Employees in Transition

29% of employees admit to actively sabotaging their company's AI strategy. That number rises to 44% among Gen Z workers. According to Fortune, this sabotage is more than quiet quitting. It’s entering proprietary data into public tools, using unapproved apps, or intentionally generating low-quality work to make AI look ineffective. It is easy to dismiss this as generational anxiety or an "AI" problem. But that misses the root cause: lack of change management. When employees resort to sabotage, it’s a glaring indicator that leadership has failed to build the most critical element of transformation: Trust. Trust is the primary driver of AI adoption. The vision for an organization's AI journey cannot remain locked in the C-suite. Employees need to understand not just the "what" of AI adoption, but the "why" and the "how." "FOBO"—fear of becoming obsolete—is a direct result of poor communication and a lack of transparency regarding how roles will evolve alongside AI. To move in alignment, leaders must: 🔑 Articulate Augmentation: Replace vague promises with specific role-evolution roadmaps. If an employee doesn't see where they sit in a post-AI workflow, they will naturally protect the status quo. 🔑 Demystify Governance: Employees need clear guidelines on how to safely use AI, including the risks and consequences of entering PII and proprietary data into unauthorized tools. 🔑 Invest in Enablement: Offer adequate training so people can understand exactly how to incorporate AI into their daily workflows. When employees feel supported and enabled, they hit the ground running. You cannot force AI on a workforce, announce layoffs, and expect enthusiasm. You cannot expect workers to consistently churn out more value than ever while they feel like they are on the chopping block. Nurturing employees is part of business AND AI strategy. When we prioritize change management, AI stops being a source of anxiety and starts being a tool for collective success.

HOW financial anxiety impacts workplace culture .... It is easy to assume employees leave their personal money worries at the door when they arrive at work. Yet with the cost of living still a major concern for many households, what is being labelled “financial anxiety” is following employees into the workday. Financial anxiety refers to the ongoing worry, stress or unease about one’s personal financial situation. It impacts those from across industries, income levels and job titles to make it a challenge in workplaces of all types and sizes. For example, younger employees might experience financial anxiety when they struggle to save for a first home at the same time as paying off student loans.   And at the other end, those nearing retirement might face the prospect of a low superannuation balance or dwindling investments. Financial tension has become one of the most significant drains on productivity in the modern workplace. It is frequently mistaken for a lack of interest in the job when it is, in fact, a major driver of disengagement worldwide. Employees can become distracted by their money worries, making it difficult for them to concentrate fully on their work tasks. With reduced mental bandwidth it is decision-making, problem-solving and creativity that can suffer. Physical symptoms such as fatigue, headaches and poor sleep can reduce energy levels. And higher rates of absenteeism can emerge when ongoing worry wears people down. Even when employees turn up to work, the effects can be just as damaging.  A desk might be occupied but the person behind it is far from mentally engaged. Relationships at work can also deteriorate. Trust between colleagues can erode when financial strain influences behaviours or attitudes. While money troubles might seem like a private matter, their effects spill over into the workplace in ways that are too costly to overlook. Regular pay reviews which keep pace with inflation signal to employees their contribution is valued and that the organisation understands economic realities. But supporting employees’ financial wellbeing is not only about adjusting salaries to help them cover their expenses. It can, for example, also include access to financial education programs. Employers can also provide confidential counselling services to support those with delicate financial situations. Employers are not in a position to eliminate the broader economic forces that create financial anxiety in the first place. But what they can do is try to reduce the impact by creating a workplace that supports financial resilience among employees. The bottom line is that addressing financial anxiety in the workplace is not just the right thing to do but an astute investment in a healthier, more resilient workforce. #workplace #management #leadership #aimwa #finance Cartoon used under licence: CartoonStock

By 2030, 60% of new jobs won’t require a traditional degree. Between 2023–2025, over 1.3 million new jobs emerged globally, driven by new technology and deep workforce shifts. Not extensions of old roles. Entirely new ones. AI integrators. Data annotators. Forward-deployed engineers. Data center technicians. Jobs that barely existed five years ago are now powering digital economies. Last year alone, 600,000+ AI-enabled data center jobs were created globally on LinkedIn. This is the rise of the new-collar era. An emerging workforce that blends knowledge work, advanced technical skills, and distinctly human strengths. I went through LinkedIn’s latest global labor market report, and here are the most important points: 👉 First: the slowdown in hiring is NOT because AI is stealing jobs. It’s because skills are rotating faster than resumes. Roles are opening up. But candidates are still pitching themselves for jobs that no longer exist in the same form. 👉 Second: skills are no longer evolving gradually. They’re leaping. LinkedIn’s data shows companies aren’t waiting for “perfect profiles” anymore. They’re hiring people who can adapt, learn fast, and apply skills across roles. 👉 And finally, we’ve fully entered what LinkedIn calls the new-collar era. These are jobs where: • Titles matter less than capability. • Career breaks are acceptable if learning is visible. • Experience can come from projects, freelancing, or problem-solving, not just payroll history. So here’s what actually works now if you want to stay employable in 2026: 1️⃣ Stop preparing for roles. Start preparing for problems. In interviews, talk about what you can improve, automate, fix, or scale. That’s how new-collar hiring decisions are made. 2️⃣ Make skill shifts visible, not implied. Recruiters won’t guess. Your resume and LinkedIn must clearly show how you’ve evolved in the last 12–18 months. 3️⃣ Treat interviews as translation, not validation. Most candidates lose offers because they can’t connect skills to business outcomes. Learning is useless if you can’t explain it. The world of work isn’t shrinking. It’s rotating. And the people who rotate with it don’t chase job security. They build relevance. 👉 If you had to reinvent your profile for the next 18 months, which skill would you double down on first? #careercoach #futureofwork #interviewpreparation #jobsearchindia #skills #careergrowth #ai #jobmarket

This week, I'm highlighting companies that genuinely support employees through menopause 🌸 Because let's be real - half the population will go through it, yet it's still barely talked about in most workplaces These companies are changing that: 🏗️ Mott MacDonald - Access to Peppy, providing free support from menopause experts for all UK colleagues 📱 Virgin Media O2 - a Menopause Friendly Accredited workplace, running regular sessions on women's health ⚡ BAE Systems - with a Menopause Friendly Employer of the Year award 💻 SAP - with an employee-led network for Menopause Matters and access to Peppy 📊 Peak PEO - with women's health leave, and a Menopause policy, allowing flexibility and support 🔧 Adaptavist - Menopause and menstruation leave 👗 ASOS.com - Enhanced menopause and perimenopause policy, training for managers, and designated Mental Health First Aiders to support employees 🍔 Deliveroo - A private GP service that includes specialised menopause support 📞 BT Group - Enhanced women's health support, including help with menopause symptoms, cancer screenings, and period care Menopause isn't a "women's issue" - it's a workplace issue. When companies provide proper support, education, and flexibility, everyone benefits. The symptoms of menopause can be debilitating. Hot flushes in back-to-back meetings. Brain fog when you're trying to present. Sleepless nights affecting your work the next day. It's time we normalised talking about it and supporting people through it. You can discover more about these employers and more on https://flexa.careers Which companies have genuinely supported you or someone you know through menopause? 👇

Is your GenAI strategy missing a key ingredient? Successful AI adoption is about change on three fronts: 1) operational development, 2) people, and 3) tech change, not just tech upgrades. Successful AI adoption needs a two-pronged approach LLM + HLM (Large Language Model + Large Human Model): 1. Operational Development Change: Adapt workflows, processes, and IT infrastructure for AI. Think of it as preparing soil for a new plant. Examples: streamline data collection, redesign workflows, train employees on AI tools, and upgrade IT systems. 2. Cultural Change: Shift mindsets to embrace AI. Create an environment where people are comfortable and excited about AI. Examples: address employee concerns, communicate benefits, and foster a culture of experimentation and learning. >> Why Both Matter: Implementing the latest AI tech alone won’t guarantee success. Your operations, including IT infrastructure, must support it. Without employee buy-in, AI investments may go to waste. Think of it as building a house: Operational changes lay the foundation. While cultural changes ensure employees feel comfortable and fully utilize AI. Both are essential for successful AI adoption. Thoughts? ------------------------------- 👋 I'm Mariana Saddakni. I help businesses grow with AI by enhancing business efficiency and keeping teams up-to-date with tech evolution.

As a manager I was not very supportive of women going through menopause. ❌ It wasn't on my radar. ❌ It wasn't really on the radar of the places I worked. I didn't have much knowledge about what menopause was, how it might affect people I managed or how I could be more supportive. I know more now and it's becoming more present in the public consciousness. 𝗕𝘂𝘁 𝘀𝘁𝗶𝗹𝗹 - 𝟭 𝗶𝗻 𝟭𝟬 𝘄𝗼𝗺𝗲𝗻 𝗴𝗶𝘃𝗲 𝘂𝗽 𝘄𝗼𝗿𝗸 𝗯𝗲𝗰𝗮𝘂𝘀𝗲 𝘁𝗵𝗲𝘆’𝗿𝗲 𝗲𝘅𝗽𝗲𝗿𝗶𝗲𝗻𝗰𝗶𝗻𝗴 𝗺𝗲𝗻𝗼𝗽𝗮𝘂𝘀𝗲 𝘀𝘆𝗺𝗽𝘁𝗼𝗺𝘀. (Fawcett Society + Channel 4) That's completely shocking! 🤫 There is still much ignorance, stigma and hushed tones around menopause conversation. But NOW is a good time to take action. By talking more about menopause issues you can help break the outdated taboo. Here's some stuff you can do: Be aware of how perimenopause and menopause can affect women. It's different for all. Some report ➡️ anxiety, depression, insomnia, tinnitus, brain fog, lack of sleep, poor concentration and high anxiety Others ➡️ Overwhelm, isolation, loss of confidence, loss of libido, weight gain, tiredness, suicidal thoughts, night sweats, low mood, panic attacks. That's a lot to deal with! It's NOT just about hot flushes. 🙄 So here are my top 8 suggestions of actions you can take ✅ Offer flexible working: different days in the office, days at home, working flexible hours on some days after a poor night’s sleep. ✅ Become a menopause-friendly workplace. Search 'Menopause friendly accreditation'. Or I'll drop the link in the comments. ✅ Develop and then regularly update your menopause policy ✅ Be insight-led. Talk to your staff and see what they want/need most. Listen & act on it ✅ Recognise that communities always have different experiences and concerns – be that race, gender, ability, sexuality or ethnicity. Gather insight from different communities. ✅ Not everyone wants to be open and chatting about it - some will, some won't - don't force it ✅ Advocate for a more joined up/holistic health system. Women report a very patchy experience - 'Looking back, I was gaslit, ignored and jilted by a medical system that views women’s health as somehow unworthy of our serious attention' from Joeli Brearley ✅ Educate inclusively. Men have a lot to learn on this topic What did I miss? Let me know in the comments! 🌈

Entire professions are experiencing automation-driven displacement at unprecedented speed - and most professionals remain unaware until their role becomes obsolete. After 25 years in executive recruitment, I'm witnessing systematic workforce transformation that's eliminating traditional job categories across industries. Customer service, data analysis, content creation, and administrative functions are being automated faster than workers can adapt. However, the professionals successfully navigating this transition aren't resisting technological change - they're strategically positioning themselves as automation enablers. The survival strategy for automation-resistant careers: 1. Skill stacking: combining uniquely human capabilities with AI amplification 2. Technology partnership: becoming the strategic director of automated processes 3. Value migration: shifting focus to high-level strategy while delegating execution to AI 4. Relationship cultivation: building trust-based connections that require human judgment 5. Continuous capability development: maintaining learning velocity that exceeds automation adoption The fundamental shift: viewing AI as a productivity multiplier rather than a job threat. Organizations need professionals who can maximize their technology investments, not workers who compete with their systems. Career security in an automated world requires becoming indispensable through strategic technology collaboration. The professionals thriving in this environment position themselves as essential bridges between human decision-making and automated execution. Your career resilience depends on adaptation speed, not resistance intensity. Sign up to my newsletter for more corporate insights and truths here: https://vist.ly/32bji #automation #ai #futureofwork #careeradvice #careerstrategy #executiverecruiter #eliterecruiter #jobmarket2025 #profoliosai #digitaltransformation

77% of employers offering Earned Wage Access say employee financial wellness is the primary driver. That’s the headline from new research by Everest Group and to me, it signals a meaningful shift. Earned Wage Access (EWA) is no longer positioned as “early access to pay.” Instead, it’s becoming a strategic wellness lever. For years, financial wellness was treated as a soft benefit. Employers thought it was important,, but also that how employees spend their money was a private matter that you should not get involved in. That thinking is changing. Employers are now directly linking financial wellness to operational performance. They see a clear connection: - When employees are financially stressed, they’re distracted. - When they’re distracted, productivity drops. - When productivity drops, performance suffers. And when they can support employees by reducing financial stress, that leads to fewer distractions, higher focus, stronger engagement, and better retention. Those aren’t abstract HR outcomes. They’re measurable business drivers. And that changes the story. This is how EWA is changing: It’s not about giving people access to money a few days earlier. It’s about removing money friction from their lives so they can give work their full attention. The Everest Study also shows that EWA should be integrated with payroll, and not be a standalone solution that charges the employee every time they use it. The report has more interesting stats and explanations, like the chart I attached below. Hope you enjoy this week's Sunday Read! https://lnkd.in/eGPHKJEg Does your employer offer EWA? And what's the experience? #futureofpay

This World Menopause Day, this is my message to companies: The narrative around women’s wellbeing and performance in midlife MUST change. Perimenopause and menopause have huge physiological impacts on women. Every woman will experience menopause at some point, yet workplace policies often fail to acknowledge and support each woman’s unique journey. How companies can support women through menopause👇🏻 → Provide managers with training to enhance their understanding and improve their ability to support team members. → Implement corporate policies that protect women's financial stability during menopause, especially if they need time off. → Be flexible to help women to continue working during this time. → Create a culture where women are comfortable talking to colleagues, managers and HR about their symptoms. Let’s normalise speaking about menopause openly - it affects half the population. Currently, nearly a quarter of women leave their jobs due to the detrimental impact of menopausal symptoms. This not only disrupts their career journeys but costs the economy billions. It’s promising to see the government’s intention for companies with 250 or more employees to have a ‘Menopause Action Plan’. However, there’s much more to be done and we can all do our bit to support our female talent.

💡 The Secret to Successful AI Adoption? It’s NOT Just About the Tech 🤖✨ Everyone’s talking about AI models, tools, and algorithms… but here’s the truth: Technology alone won’t make your AI initiative succeed. The real differentiator? People, leadership, and culture. Here’s how top-performing companies are making AI work for everyone. 👇 1️⃣ Why the Human Side of AI Matters ♠️ AI fails when teams feel left out, blindsided, or unprepared. ♠️ Clear leadership vision + open communication builds trust and engagement. ♠️ AI adoption is a change management journey, not just an IT rollout. 2️⃣ Leadership, Vision & Culture Make or Break AI ♠️ Transparency: Show teams what AI will change and what will stay human-led. ♠️ Ethics & Trust: Encourage open dialogue about bias, fairness, and privacy. ♠️ Reskilling: Equip teams — from front-line staff to executives — to work confidently with AI. ♠️ Culture of Experimentation: Encourage learning, iteration, and collaboration between people and tech. 3️⃣ How to Align People, Processes & Technology ♠️ Establish Leadership & Vision: Set clear, strategic AI objectives tied to business goals. ♠️ Engage Stakeholders Early: Co-create AI use cases with managers and key employees. ♠️ Invest in Training: Deliver hands-on AI training, mentoring, and continuous education. ♠️ Redesign Workflows: Integrate AI into daily processes to remove busywork and enhance impact. ♠️ Embed Governance: Create clear policies on privacy, ethics, and accountability. ♠️ Monitor & Evolve: Track adoption, engagement, and results — then refine your approach. 4️⃣ Real-World AI Adoption Wins ♠️ Enterprises with governance + staff engagement report smoother rollouts and higher trust. ♠️ Financial services & healthcare leaders focusing on reskilling saw faster adoption AND better results. ♠️ SMEs piloting with employee input achieved stronger morale and early ROI. 🌟 Bottom Line: AI success isn’t just measured in teraflops — it’s built on trust, teamwork, and a clear, human-first vision. 💬 Your Turn: Where have YOU seen AI adoption succeed (or fail) because of leadership, culture, or communication — not just tech? Drop your story in the comments and let’s help each other get it right. #AI #DigitalTransformation #Leadership #ChangeManagement #AIAdoption #FutureOfWork #OrganisationalCulture #Innovation #ResponsibleAI #PeopleFirstAI #WorkforceTransformation