In recent years, the rapid development of artificial intelligence (AI) has influenced many areas of our lives and work. While AI undoubtedly brings numerous benefits and efficiency gains, it also triggers fears and uncertainties – especially with regard to the workplace and employees. In Switzerland, a country known for its technological innovation and strong labour market, concerns about job losses due to AI are an increasingly discussed topic, which will also increasingly concern management. Switzerland is one of the leading nations in terms of innovation and technological advances. Institutions such as ETH Zurich and EPFL in Lausanne are driving research in the field of AI, and many companies are already relying on AI-based solutions to optimise their processes. From financial services to health care and manufacturing, AI is present in many industries. The introduction of AI technologies has led to concerns in various sectors that human labour could be replaced by machines and algorithms. A survey by the Swiss labour union Travail Suisse shows that a significant number of workers are worried about losing their jobs due to automation and AI. In particular, employees in areas such as logistics, customer service and simple administrative tasks see their jobs at risk. Not all sectors are equally affected. While concerns about job losses due to AI are relatively high in the manufacturing and service sectors, employees in creative and highly specialised professions such as engineering, research and development see less of a threat. These differences depend heavily on the type of work: routine tasks are easier to automate than complex, creative activities. Nevertheless, the question arises as to how this affects the job profile, collaboration and overall communication within a company. Various measures are needed to counteract the negative effects of AI. Education and retraining play a central role. Lifelong learning and adapting to new technologies are seen as key strategies to maintain an organisation’s employability and sustainability. Another important element is the ethical design and implementation of AI. Companies are called upon to use AI responsibly and to take social aspects into account. This includes transparent communication about the introduction of new technologies and the involvement of employees in the transformation process in order to reduce fears and create acceptance. Managers play a key role in offering their teams security and prospects. They must actively shape change and guide their employees through it. Investment in leadership development and training is essential to strengthen the skills and confidence of managers. It is a transformation that is unfamiliar and new territory for everyone and mentoring processes can offer solutions and a hand to these changes at all levels. Customised further training can also strengthen self-management skills, confidence and the courage to actively tackle change in a solution-oriented manner.
