It wasn’t too long ago that customer service reps were worried about chatbots replacing them. Today, those same teams use AI to answer routine queries to focus on more complex and human interactions.
This shift across industries promises efficiency, but there’s also been some fear-mongering on forums because of it. Employers are now figuring out how to use AI without leaving their workforce behind. The answer is targeted training and upskilling to close skill gaps.
Equipping employees with the right knowledge, like AI literacy and cross-functional skills, can safeguard jobs and create a resilient, future-ready workforce, especially now that 92% of jobs are “expected to undergo either high or moderate transformation due to advancements in AI.”
That’s why we’re giving you the lowdown on how to go about it.
How to Train and Upskill Your Employees to Prevent AI Job Displacement
Assess current workforce skills
Before designing any upskilling programme, map out where your workforce stands today. Start by identifying skill gaps across departments. You could-
- Survey managers
- Collect self-assessments
- Review performance metrics
Many organisations are already prioritising it. According to McKinsey, 46% of C-suite leaders say talent skill gaps are one of the main reasons their companies struggle to adopt generative AI tools quickly.
Next, map tasks most likely impacted by AI. Ask which roles already involve repetitive, data-intensive, or rule-based tasks. These can be automated with AI.
A study by PwC found that jobs that are more “exposed to AI” have a 1.54x bigger change in demanded skills, where many core tasks can be assisted or replaced by AI tools.
Of course, this doesn’t mean those jobs are doomed, but it signals where upskilling is urgent.
Then, prioritise roles needing immediate support.
For example, in a mid-sized e-commerce tech company, CS employees handling frequent, scripted queries might see heavy AI interference, while roles requiring high empathy or domain expertise (like product engineers) may be less vulnerable.
First, focus on the most exposed roles, so you can allocate upskilling resources for maximum impact. This way, you’ll strengthen the weakest links and prevent displacement before it becomes a crisis.
Build AI literacy foundations
After assessing skills, the next priority is giving employees a simple understanding of AI and the areas it can make more efficient. This helps reduce fear and ensures everyone knows how AI connects to their role.
According to IBM’s Global AI Adoption Index, companies cite limited AI skills as the biggest barrier to adoption (33%) and data complexity (25%). Building AI literacy closes that gap.
To overcome this hurdle, start with awareness workshops that introduce employees to the basics of AI, its benefits, and its limitations. Dispel myths to reduce resistance. Make the sessions short and accessible without sounding too technical. Consider:
- Intro to AI tools used in your industry
- Ethics and responsible AI use
- Hands-on demos of generative AI platforms
Then, focus on practical applications. Show employees how AI can simplify routine tasks or support their decision-making instead of replacing them. Do a demo of simple tasks such as-
- AI for drafting reports or emails
- Automating repetitive data entry
- Using AI-driven analytics dashboards
- Using ChatGPT Operator to browse the web and do time-consuming tasks for you
Highlight real-world examples where AI has supported, not displaced, human roles. A great example here is customer service teams using AI chatbots to handle FAQs while human agents focus on nuanced queries.
Similarly, HR teams are experimenting with AI recruiting tools to speed up shortlisting while recruiters focus on relationship-building.
Design targeted upskilling programmes
Upskilling works best when it is intentional and customised.
Instead of generic training, companies should create programmes that combine technical and soft skills. These should be role-specific, ideally. Employees must learn how to use AI in a manner that directly affects their responsibilities. For example, product managers can be trained on using AI for sharper market research and figuring out which features to prioritise. These need to be paired with soft skills like critical thinking and adaptability, so the tools you employ can be used better and more deliberately.
Next, develop role-specific learning pathways so that employees know exactly how their training ties to their career growth. In some cases, this also means modernising the infrastructure around their roles.
Take payroll departments as an example. AI is already being used to automate compliance updates, improve accuracy, and even predict trends. For new businesses, combining AI-driven efficiencies with startup bookkeeping support ensures payroll stays aligned with overall financial management from day one.
According to Eightfold.ai’s ‘The Future of Work’, 77% of HR execs use AI for processing payroll. And McKinsey shared that 20% of organisations using an AI-based software have seen an improvement of 20% in payroll accuracy. Modern payroll software like Homebase has in-built AI assistants that help you save time, fix errors quickly, and have 24/7 support. Plus, your training can shift toward more important functions- financial analysis, strategic planning, or employee engagement.
Employees must be trained on AI tools for predictive analytics, compliance modules, and self-service portals, too.
Finally, partner with online platforms and experts to expand your training resources. Whether it’s AI online master’s programmes, AI-focused open courses, industry certifications, or expert-led webinars, these partnerships bring credibility and depth to your upskilling efforts, enabling employees to learn from the best.
Encourage cross-functional learning
Here, you must look past just technical training.
Encourage employees to rotate through multiple teams so they gain exposure to different functions and workflows. This not only broadens skill sets but also sparks innovation as employees bring fresh perspectives into their roles. Platforms like Remote People can help companies provide virtual cross-functional experiences, enabling team members to collaborate globally and learn from diverse work environments.
- Promote collaboration between departments through joint projects or cross-functional task forces
- Become agile by exposing employees to diverse problem-solving styles and challenges
To sustain this, you need a culture of continuous learning. You can even train them in skills that are hard to replace.
Recognition and incentives can go a long way in motivating employees. For example, rewarding teams that complete training milestones with small perks or branded merchandise like custom-designed hoodies through platforms like Printful can reinforce the value of upskilling. You can also integrate skills-based learning into career growth plans to show long-term commitment.
Combining cross-functional experiences with a culture that rewards learning and development lets employees expand their skill sets while feeling supported and motivated. Soon, this approach will develop a workforce that is both adaptable and resilient, prepared to take on any challenges.
Measure the effectiveness of the upskilling programmes
Measuring the impact of the training ensures your investment in employee growth translates into real results. Set clear benchmarks before launching programmes and evaluate progress regularly.
Easy ways to measure:
- Track pre- and post-training performance metrics
- Collect employee feedback on relevance and applicability
- Measure retention rates in roles most exposed to AI
- Review business outcomes tied to new skills (e.g., efficiency gains, error reduction)
These help you spot gaps early and adjust programmes before they lose significance. Remember to treat measurement as an ongoing feedback loop rather than a one-time audit. This way, your upskilling initiatives stay timely, aligned with business goals, and valuable for employees who want to grow alongside technology.
Conclusion
Future-proofing your talent is less about fearing AI and more about designing paths where people and technology thrive together. When employees see training as an investment in their growth (and not just a safeguard against displacement), they become more engaged, confident, and innovative.
Remember to start small and scale fast. You can pilot one programme, measure results, and expand Also, make learning visible. Celebrate milestones, share success stories, and keep employees motivated. The companies that consistently invest in their people will not only minimise the negative impact of this disruption but also gain a competitive edge.
Author: Utsav Patel – CMO and Co-founder of Supergrow
Photo credit: StockCake
