AI isn’t just reshaping jobs—it’s rewriting the DNA of work itself. According to Mercer’s new AI report, executives say the number one threat to business growth isn’t inflation, geopolitics, or even access to talent—it’s the race to reskill the workforce fast enough to keep pace with AI.
Balancing human and AI skills: The rise of AI is transforming the traditional workforce pyramid from vertical career ladders to something more like jungle gyms—requiring people to swing sideways, balancing AI-native skills with distinctly human strengths. The challenge? Many employees don’t believe their employers are up to the task.
An AI trust gap: Mercer’s data shows a striking confidence gap:
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Fewer than 30% of employees strongly believe their company will help them develop the skills needed for their changing roles.
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Fewer than 20% have discussed AI’s impact on their jobs with their manager.
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Anxiety runs highest at the top: 62% of executives and 58% of managers worry about AI reshaping their jobs—compared with 48% of experienced professionals and 50% of hourly workers.
A lack of communication: Research shows entry-level tasks may be most vulnerable to automation, yet the data reveals more anxiety at the executive level. One reason? When leaders are uncertain about their own future, it’s hard to start a conversation about someone else’s. In fact, three out of four employees say their CEO has not discussed the business impact of AI at all.
From fear to action: Organizations that thrive will reimagine work itself—blending human capabilities with AI-augmented skills.
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Construct scaffolding as you go. Redefine entry-level roles around collaboration with AI, critical thinking, and problem-solving. Give employees time to experiment and create opportunities for cross-generational learning.
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Rethink mid-career paths. As entry-level jobs evolve, managers will need new ways to build leadership capabilities.
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Shift from ladders to lattices. Future career growth will likely be skills-based—fluid and nonlinear.
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Co-create the future. Involve employees directly in the redesign work—it builds trust and increases transformation success.
Acknowledge the unknown: The best leaders are the ones willing to ask hard questions out loud. In doing so, they build cultures where curiosity, adaptability, and trust become the real competitive advantages.
