I recently attended a board retreat at the plush headquarters of one of our members. The building was immaculate with core values painted on walls, logos splashed across hallways, and even a “main street” connecting multiple buildings. Tight security gave it the feel of a fortress (though to me, that’s more of an indictment on how workplace safety has become a real issue).

But the most noticeable feature? The absence of people.

It was strikingly quiet for a headquarters that supposedly housed nearly 30,000 workers.  The reason?  It was a Friday, and the company has a flexible work from home policy. Our host had to pull strings just to get us in, given the skeleton crew onsite.  Still, I was surprised to learn that they had over 30,000 workers at this massive location.  In many ways, this is a sign of the past workplace, one that isn’t [yet] threatened by the cost cutting and efficiency seeking of employers who misunderstand the potential of AI to augment their work rather than replace their workers.  

On one hand, it was refreshing and provided clear evidence of a company taking employee well-being seriously, rather than just talking about it.  On the other hand, it was a stark reminder of how much the workplace is in flux.

We’re living through a moment where organizations face a choice:

• Use AI to cut costs and eliminate jobs, repeating the painful first phase of every industrial revolution.
• Or harness AI to augment human work, opening new opportunities, industries, and demand for labor.

As Business Insider recently put it: “So many executives are laser-focused on using AI to do the same work with fewer people, rather than applying it to problems we couldn't solve before,  the kind of breakthroughs that would open up new lines of business and generate more demand for labor, not less.”

This is the tortoise and the hare all over again. In the long run, workers and organizations that invest in their people will come out ahead. But in the short run, employees are caught in the middle as collateral damage in the AI arms race.

Here’s the opportunity: employee behavior is shifting.  After years of employee job-hopping, we’re entering an era of job hugging due to tighter labor markets and upheaval in the workforce.  High performers are more likely to stay put, at least for now.  That gives companies a critical opening: invest in your talent, deepen manager capability, and create the conditions for younger workers to put down roots.  The companies that thrive won’t be those with the flashiest tech. They’ll be the ones with the best managers, leaders who know how to guide teams through change, uncertainty, and growth.  

This is where ManagerEQ comes in.  We provide a framework for practice that involves real-world, habit-building training and AI-powered practice that equips managers to navigate workforce transitions with confidence.  If your organization is ready to move from lip service to lasting impact, now is the time to act.  Book time with ManagerEQ and give your managers the tools to help your people stay, grow, and thrive in the future of work.