From fear to empowerment: Your employees and AI

By Nomsa Mbuli, Strategic Accounts Leader and Talent Expert, Ziyasiza Consulting (Pty) Ltd

The future of work is already here. Artificial intelligence (AI) is not coming for our jobs; it is coming for how we do them. If we lead this strategic mindset shift with intention and empathy, we will change the tone of the workplace as we know it.

Far too many South African executives remain in denial about AI’s potential psychological toll on employees and the structural changes it demands from leadership. I was recently in a room with seasoned Chartered Accountants at a leadership forum. The sentiment was that the roles of financial professionals were ‘safe’ from AI. That unsettled me. We know from our decade of experience that job functions change. Research points to this accelerating in an AI world. The World Economic Forum’s Future of Jobs Report 2025 indicates that traditional accounting and auditing jobs are among those predicted to decline the fastest as automation and AI advance. If finance leaders believe they are immune from the impact of AI, what hope can their teams have of preparing for change and remaining relevant?

Organisational sensitisation starts with the C-Suite

Successful AI integration is not just about infrastructure or platforms. It is about people. The first people who need to shift their thinking about AI are those at the top.

Organisational AI sensitisation must begin with honest leadership conversations about the reality of business transformation and its impact on people. Before we realign strategies, introduce new systems or expect teams to embrace disruption, we must take executives on a mindset shift journey.

AI presents the opportunity to enhance brainpower by reducing time spent on repetitive tasks, giving employees more cognitive space to focus on creativity, problem solving, and strategic thinking. In this way, it enhances decision making and allows us to reimagine current roles to unlock greater human potential. Only when leadership understands this, can they lead the rest of the organisation towards a goal of embracing AI coherently.

Conversely, AI is triggering emotional distress in the workplace in ways that management is not ready for. According to Gallup, 75% of employees fear they will lose their job due to AI, a sentiment that risks spiralling into disengagement unless met with clear upskilling paths and open leadership communication. From my own experience working with clients, the fear runs deeper as employees ponder questions about losing themselves if they lose their jobs: redundancy of identity. Employees question the value of their qualifications, the relevance of their skills and their place in a future that feels both exciting and alien.

We cannot underestimate the psychological impact of this transformation. Strategic realignment of the skills gap is essential, not only from an organisational capability perspective, but also as a human-centred process. Employees need clarity on what skills are required for the future, and support to develop them in ways that feel empowering, guided and safe. Upskilling must be more than technical training; it must be a psychologically safe journey that ensures no one is left behind.

A standout example of AI’s role in safeguarding wellbeing is Wysa – an AI-guided mental health platform already used by several South African mining companies, including in vernacular languages. Wysa offers anonymous, self-help therapy and wellness coaching based on cognitive behavioural techniques. At the 2023 World Economic Forum in Davos, Wysa launched its Employee Mental Health Report 2023, which details one of the largest observational studies of its kind globally. Analysing more than 150,000 conversations with over 11,000 employees across 60 countries, the study makes a compelling case for employers, brokers and insurers to offer early, anonymous, and unlimited mental health support. This shows that AI can be a powerful ally in building psychological safety at scale in the workplace.

AI competency is a baseline for the new world of work

To stay ahead, we need a workforce with AI competency as a baseline, not a bonus. Increasingly, we see young talent equipped with these skills. According to Microsoft’s 2024 Work Trend Index, 75% of global knowledge workers are already using generative AI. Forward-thinking organisations must make AI skills a recruitment priority and redesign talent and training strategies accordingly.

We should be mindful to avoid excluding older employees. I am a strong advocate for reverse mentoring, teaming up younger, tech-savvy staff with experienced leaders to create mutual learning. This bridges generational divides and reinforces inclusivity in transformation efforts.

The question is not whether AI will reshape the workplace. It already is. The real question is: will leadership rise to the challenge with strategic clarity, inclusive vision and care for the human impact?

Nomsa Mbuli is leading strategic account growth at Ziyasiza, a South African professional services firm focusing on governance, integrated risk, talent, and technology. She is a multi-talented professional, with more than 25 years’ experience in Human Resources, Employee Relations, Talent Management and Business Development.

Nomsa has earned her experience in several sectors, including mining, banking, NGOs, aviation, and professional services.

She is a champion of diversity, inclusion, and women empowerment in the workplace.