What should a leader say when employees worry AI will change their jobs?
Employees who ask about their jobs deserve a concrete answer. Say which tasks the change involves, which decisions about responsibilities have been made, what hasn't been decided and who will decide it.
The culture panel acknowledged the strain of asking people to learn technology that may change their work. A training invitation can't answer that concern by itself.
Don't promise that nothing will change unless you have the authority and the evidence to say so. Treat a question about someone's role as the reasonable question it is. Say what you know.
People need somewhere to ask
Let employees raise concerns without having to perform enthusiasm in a group meeting. Some questions go better privately with the relevant manager or people team.
Explain what support exists now, such as paid practice time, access to approved tools or training connected to new responsibilities, and be clear about what's an available resource and what's only a proposal.
Come back to the conversation when decisions change. Clear information may not remove the uncertainty, but it beats a product demo or an executive slogan that people have to interpret on their own, or reassurance with nothing behind it.