Last updated 10 November 2026
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In short
Tell staff early what is decided and what is not, explain what changes for each role, and involve the people who do the work in how the tool is used.
Staff worry most when they don’t know what the change means for them.
What to do
- Share what is decided and what is not Saying “we don’t know yet” is better than saying nothing.
- Explain what changes for each role which tasks the tool will take on, which stay the same and what training people will get.
- Involve the people who do the work in deciding how the tool is used. They know where it will help and where it will make the job harder.
- Give people time to learn Learning a new tool on top of a full job adds pressure, so plan for it.
- Prepare managers first, as staff usually take their questions to their own manager.
- Be honest if roles will be cut Say so as early as you can, and explain what help people will get.
Discover more
CoursesWell-being in AI-enabled WorkSeries of three launching in 2027Find out more on Wayfinder →
Kaleidoscope Labs manages the Network and provides some of these courses and workshops for a fee.
Read more
ArticleCareer Uncertainty and Anxiety in a Changing EconomyArticleNavigating Workplace Change: A Practical Guide to Thriving During TransitionsRelated questionMany of our staff say they are burnt out. Is resilience training enough?Related questionOur staff only mention workload when they resign. How do we get them to raise it earlier?
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