People are getting really worried about Artificial Intelligence jobs. This is especially true for workers. Randstads Workmonitor 2026 findings tell us why this is happening. The main point is that Artificial Intelligence is not something that will happen someday. It is already changing things at a lot of workplaces. Artificial Intelligence is changing the tasks people do the way they move up in their jobs and who gets hired.. It is all happening very quickly. The youngest people in the workforce who are called Gen Z feel like they are, in a spot because of Artificial Intelligence.

1) What the Randstad survey really. Why the Randstad survey is important, to us

Randstads Workmonitor is a well known survey that listens to what workers have to say. The 2026 version of Workmonitor is really big so we should take a look at what it says. Randstads Workmonitor 2026 got its information from than 27,000 workers, 1,225 employers and over 3 million job postings, in 35 different markets. Randstads Workmonitor is important because it tells us what workers think and the 2026 edition of Randstads Workmonitor is worth paying attention to.

The big numbers making headlines

This years report has some numbers that are really getting people talking about their worries with Artificial Intelligence. Some of these numbers were talked about in the news by Reuters. They are making people even more anxious, about Artificial Intelligence.

Most workers, 80 percent of them think that Artificial Intelligence will change the things they do every day at their job. Workers believe Artificial Intelligence will affect their tasks at work.

People in Generation Z are really worried about things. On the hand Baby Boomers are not too concerned. They feel good, about being able to deal with things and they are pretty confident that they can adapt to anything. Generation Z is still very concerned though. Baby Boomers are more laid back. They do not worry as much as Generation Z does.

A lot of workers are worried that artificial intelligence will help companies more than it will help the workers. Many people think that artificial intelligence is going to be good for corporations but not so good, for the people who work for them. Workers are scared that artificial intelligence will benefit corporations more than it will benefit the workers.

Randstad also says that something big is happening with jobs. The number of job openings that want people with skills in Artificial Intelligence agents has gone up a lot. It increased by 1,587 percent. This is a change for Artificial Intelligence agents. Randstad is reporting that jobs for people who know about Artificial Intelligence agents are really, on the rise.

There is a difference in the way employers and employees think about the future. A lot of employers 95 percent think their business will get better in 2026. But employees do not feel the way only about 51 percent of employees think things will get better. This is a gap, in the way employers and employees feel about the future this optimism gap is very noticeable.

So you are wondering why these numbers are actually important and not just something people talk about. These numbers matter for a lot of reasons that go beyond just being popular or trendy. They have an impact and that is what makes them so significant. These numbers are not something you hear about they are something that can affect you and the people, around you. That is why these numbers are important and why you should care about them.

People often talk about Artificial Intelligence in ways. They say things like Artificial Intelligence will take away all our jobs or Artificial Intelligence will create many new opportunities.. The information from Randstad is more down, to earth. Most people think Artificial Intelligence will change what we do every day at work not what our job is called.

The difference is really important. When tasks are changing fast you will get disruption even if the number of jobs, at the company stays the same:

Roles get changed a lot. The things you do every day are different now. Your daily tasks are not the same as they used to be. Roles get re-scoped which means what you do day-, to-day changes.

Sometimes teams get smaller. They have to reorganize. This means that the teams shrink or they change the way they are set up. When teams reorganize the teams have to adjust to ways of working together. The teams. Reorganize for different reasons.

The juniors are missing out on those jobs that they used to do to learn and get started. These easy starter tasks were really good, for training the juniors. Now the juniors do not have these starter tasks to help them.

Hiring criteria shift toward “AI-fluent” workers.

This is the kind of place where young workers can feel really anxious. The terrain is the place that makes young workers feel the most anxious.

2) Why young workers feel the most anxious about Artificial Intelligence. This is because young workers are worried that Artificial Intelligence will take their jobs. Young workers feel that Artificial Intelligence will change the way they work. They think that Artificial Intelligence will make it hard for them to get a job. Young workers are scared that they will not have the skills to work with Artificial Intelligence. They feel that Artificial Intelligence will make them lose their jobs. Young workers are really worried about what Artificial Intelligence will do to their future.

The main reason young workers feel anxious about Artificial Intelligence is that they do not know much about it. They do not know how Artificial Intelligence works. Young workers think that Artificial Intelligence is a machine that can think like a being. They feel that Artificial Intelligence is a threat to their jobs. Young workers want to know more about Artificial Intelligence. They want to know how they can work with Artificial Intelligence.

Young workers feel anxious, about Artificial Intelligence because they care about their jobs. They want to keep their jobs. They do not want Artificial Intelligence to take their jobs. Young workers feel that they need to learn more about Artificial Intelligence. They need to know how to use Artificial Intelligence. They want to be able to work with Artificial Intelligence. Young workers feel that Artificial Intelligence is the future. They want to be a part of it.

Gen Z is worried about something. It is not because they are too sensitive or because they do not like technology. Actually Gen Z is a generation that uses a lot of technology. They use intelligence tools when they are in school and when they start working. They try out machines that can do things automatically. They see how quickly computer programs get better. The reason Gen Z gets anxious is that they really understand what technology can do and what it means for their lives. Gen Z is close, to technology so they see the effects it has.

There are some reasons why young workers can feel the pressure more. The biggest reasons young workers can feel the heat sharply include things that affect young workers. Young workers can feel the heat sharply for several reasons and these are the biggest reasons young workers can feel the heat more sharply.

A) People who start out in jobs with a lot of tasks to do are the likely to work in these kinds of entry roles, which are really task-heavy and that is what makes these entry roles so task-heavy.

AI is already good, at taking over or simplifying parts of work that’re :

repetitive,

template-based,

transactional,

It is easy to figure out if something’s good or not. We need to check if it matches what we were looking for. Does it follow the rules that we set?. Does it give us the result that we expected from the pattern?

The Reuters summary of Workmonitor also says this is what is happening. It says that Artificial Intelligence and automation are taking over jobs that’re simple and just involve doing the same tasks over and over like jobs that do not need a lot of thinking. Workmonitor points out that Artificial Intelligence and automation are replacing these kinds of jobs.

A lot of jobs that people start with include those tasks:

first-draft content and research

reporting and reconciliation

basic customer support

simple coding tickets

scheduling, documentation, meeting notes

standard outreach and follow-ups

If you are a worker trying to get started it can feel like the first steps of the career ladder are being taken away. The career ladder is not easy to climb when the first steps are missing. Young workers have a time when the career ladder is tough to get on. The first steps are really important for young workers to get started.

B) The early career stage is when the concept of learning by doing is really important because that is when learning by doing matters the most and people learn a lot from learning by doing during their career.

A typical career path used to look like:

Do routine tasks

Build fluency and judgment

Earn trust

Move into more complex work

If step 1 gets automated the question is: How do juniors get experience? Juniors will still need to learn. The way they train will be different. This uncertainty is very stressful, for people whose education did not include a lot of Artificial Intelligence workflows. The Artificial Intelligence part is what makes it tricky for juniors to gain experience because they need to learn about Artificial Intelligence and how it works.

The thing is young workers have to deal with a lot of competition when it comes to finding a job that’s really stable. There are not many of these safe jobs available as there used to be so young workers are facing a tough time. Young workers have to compete with a lot of people for a very small number of safe roles. This is a problem, for young workers because they need a safe job to be able to support themselves. Young workers are looking for jobs that’re secure and stable but these kinds of jobs are hard to find.

Even if artificial intelligence does not reduce the number of jobs it can still bring all the good opportunities to a small group of people. Artificial intelligence can change the way people work. That means artificial intelligence can give more power to a few people who know how to use it. This is what I mean when I say that artificial intelligence can concentrate opportunity.

fewer junior openings

People have expectations for each new job opening. For example they think you must know how to use tools you must be able to communicate well you must be able to automate some tasks and you must be able to deliver results faster. These are the things that people expect from job openings now. They want job openings to have things, like tools that you must know. You must be able to prompt well and you must be able to automate workflows and you must be able to deliver faster.

There will be people applying for each job. This is because it is getting harder for people to switch from one job to another. More applicants will be applying for each role.

This can make young people who are actually very good at things feel really worried because the world, around them seems like it is not very steady. The environment is not a place and that is what makes young people feel anxious.

D) Trust issues: People are wondering if the good things about Artificial Intelligence will be shared in a way. The question is, will Artificial Intelligence benefits be shared fairly among everyone or will some people get more than others, from Artificial Intelligence?

Randstads survey shows that almost half of the people are worried that Artificial Intelligence helps companies more than it helps the workers. This is a problem with trust, not a problem with technology. The main issue is that people do not trust that Artificial Intelligence will benefit the workers they think Artificial Intelligence benefits corporations more, than workers.

When people who work for a company think that the main reason for using Artificial Intelligence is to cut costs by having employees and getting more work done then they will see even good news about Artificial Intelligence, as bad news:

When people talk about “efficiency” at work it usually means they are going to let some employees go. The word “efficiency” is like a code, for layoffs. Companies use “efficiency” to sound when they are actually firing people. This is what “efficiency” really means.

When people talk about “Automation” it usually means that the amount of work we have to do is going to increase. The term “Automation” is often used to describe this situation where our workload becomes more intense.

When we talk about “AI adoption” it seems like people are really talking about watching what we do or making us work harder. The term “AI adoption” is often used to mean “AI adoption” is a way to keep an eye on people or push them to do more.

Young workers may feel this strongly. The reason is that they do not have a lot of power to negotiate and they do not have a lot of money saved up. This is a problem, for young workers because they have less bargaining power and fewer savings.

The economy is not doing great so Artificial Intelligence feels like one thing to worry about. People think that Artificial Intelligence is another risk we do not need right now. The economy is already unstable. Artificial Intelligence seems to be adding to that uncertainty.

Randstad is getting a lot of attention from Reuters. They are talking about how people’re worried about Artificial Intelligence. This worry is part of a problem in the job market. There are a lot of job cuts happening. People are feeling uncertain. The economy is also going through a lot of ups and downs which is making things more unpredictable, for Randstad and Artificial Intelligence.

When people are already worried about losing their jobs and the cost of living going up Artificial Intelligence makes things worse. Even if Artificial Intelligence is not the reason, for these problems it still represents the fact that things are changing really fast.

3) The “AI reality gap”: workers and employers aren’t on the same page

Randstad has a page called Workmonitor. This page talks about something they call “closing the gap”. The gap is between what employers think and how workers feel. Randstads Workmonitor page wants to show the difference, between what employers think about their companies and what the workers really think. The workers and the employers do not always see things the way and this is what Randstads Workmonitor page is trying to show with “closing the gap”.

The optimism gap in one line

Employers say they are going to get bigger. They think they will grow by 95 percent. This is what they are forecasting for the future. Employers are really positive that they will see a lot of growth.

Employees say that they are not really sure about things. Fifty one percent of the Employees are feeling optimistic, about the situation. The Employees do not seem confident.

When people have ideas about what is going on it makes workers feel anxious. This is because workers think that they will not benefit from any growth that happens or that they will actually be hurt by it. The workers worry that growth will leave them behind or that it will cost them something. This is what happens when these different views come up. It makes the workers feel really anxious about the future of the company and the future of their jobs, at the company.

I often wonder why there is a gap. The gap. It is very strange. We see the gap. We do not know what to do. The gap is a problem and we need to think about the gap. What is the reason, for the gap? The gap. It is very annoying.

Employers often view Artificial Intelligence as:

a productivity lever,

a way to scale output without scaling headcount,

a path to competitive advantage.

Workers often experience Artificial Intelligence as:

a performance accelerator (“do more, faster”),

an evaluation tool,

This is a threat to role clarity. It makes people wonder what their job is now. They think to themselves what is my job now? This confusion is a problem because people need to know what their role is at the company so they can do their job properly. Role clarity is very important. A threat to it can cause a lot of uncertainty for the employees.

For instance when employees do not know what their job is they will not be able to do it. This is why role clarity is so important. It helps employees understand what they need to do and what is expected of them. Without role clarity employees are like people who are trying to find their way in the dark. They do not know where they are going or what they need to do. This is a threat to any company because it can cause a lot of problems.

So companies need to make sure that their employees have role clarity. They need to make sure that their employees know what their job is and what is expected of them. This is very important for the success of the company. Role clarity is the key to making sure that employees are happy and productive. When employees are happy and productive the company will be successful. That is why role clarity is so important. It is a threat, to the company when employees do not know what their job is. The threat to role clarity is a problem that needs to be solved. Role clarity is very important. Companies need to make sure that their employees have it.

Both things can be true at the time. However if people do not talk openly and make plans together the worker interpretation is what wins out. This is because the worker interpretation is connected to the workers survival. The worker needs to feel safe and secure. That is what matters most to the worker. So in the end the worker interpretation is what really matters. That is because it is, about the workers personal survival.

4) The thing about all these companies hiring Artificial Intelligence agents and what it really means for Artificial Intelligence agents. Artificial Intelligence agents are being hired by a lot of companies now. This trend of hiring Artificial Intelligence agents is actually telling us something, about the future of Artificial Intelligence agents.

The Reuters summary has an interesting piece of information. It says that the demand for skills related to AI agents has gone up by a lot. 1,587 Percent. This big jump in demand for AI agent skills is very noticeable, in job vacancies. AI agents are clearly something that a lot of companies are looking for now.

Without paying too much attention to that number the number still tells us something important:

The market is changing from knowing about Artificial Intelligence to actually being good, at using Artificial Intelligence. People are moving from being aware of Artificial Intelligence to really having the skills to operate Artificial Intelligence.

For a while many jobs just wanted people to have an interest in Artificial Intelligence or be familiar with tools. Now more roles want people who can do things with Artificial Intelligence, such as:

* work with Artificial Intelligence

* understand how Artificial Intelligence works

* use Artificial Intelligence to solve problems

Now people need to know more about Artificial Intelligence to get these jobs. More and more jobs are looking for people who’re good, at Artificial Intelligence.

automate workflows end-to-end,

connect tools via APIs or no-code systems,

supervise agent-like systems,

evaluate AI outputs for quality and risk,

design human-in-the-loop processes.

This change can make young workers feel really worried because it makes things harder fast. Sometimes even faster than colleges or training programs can keep up. The shift can be tough, for workers because the shift makes things harder quickly. Young workers can get anxious because of this shift.

This thing also shows us where the opportunity is. The opportunity is something that we can really work with. We can see that the opportunity is there.

If people want to learn more about skills that are related to Artificial Intelligence then the best thing to do is not to stay from Artificial Intelligence but to get closer, to Artificial Intelligence.

To really be good, at something you need to become the person who can use it well. This means you have to know the thing out. You have to be the person who can use it well.

I want to be the person who can check it. I can see what the problem is, with the thing that needs to be checked. To do that I have to become the person who can check it. The person who can check it has to know what they are doing. I want to be that person, the person who can check it and make sure everything is okay.

To be the person who can put it together in a way you have to be someone who can integrate technology responsibly. This means you have to become the person who can integrate technology in a way that’s good, for everyone and that is a big responsibility. You have to be the person who can integrate it responsibly.

That is not a poster it is just how the job markets work when the tools change. The job markets are, like that when the tools people use for work change.

5) What is the real meaning of AI job anxiety. It is not the fear of losing our jobs. AI job anxiety is something that affects a lot of people. The thing about AI job anxiety is that it is not about being worried that we will get laid off from our jobs because of artificial intelligence. AI job anxiety is about the anxiety that people feel when they think about intelligence and how it will change the way we work. People who experience AI job anxiety are worried about what will happen to their jobs when artificial intelligence takes over some tasks. They are also worried about how they will adapt to the way of working with artificial intelligence. Ai job anxiety is a big concern, for many people who work with artificial intelligence or are affected by it in some way. AI job anxiety is something that we should talk about often because it affects a lot of people who work in different fields and have to deal with artificial intelligence on a daily basis.

Job anxiety, in the AI era usually has a lot of fears mixed together:

A) Fear of displacement

I am really worried about my job. I do not know what will happen to my job in two years. My job is something that I care about. I want to know if my job will still exist in two years. What will happen to my job, in the future will my job be around. Will it be gone. I just want to know if I can still have my job in two years.

B) Fear of devaluation

I am worried that even if I still have my job the pay might be lower because the work is easier, with Artificial Intelligence. This is because Artificial Intelligence can do some tasks for me so my job is not as hard as it used to be. So I think that my salary might be lower because Artificial Intelligence is helping me with my work. I do not know what will happen to my job and my pay because of Artificial Intelligence.

C) Fear of skill obsolescence

I am worried that the things I learned will not be useful anymore. What if the things I learned become news? Will the skills I got from learning these things still be good to use? I do not want the things I learned to become irrelevant.

D) Fear of accelerated expectations

So I am wondering if I will have to do as much work, for the same amount of money that I get now. Will they really expect me to produce as much for the same pay?

E) Fear of losing meaning

If artificial intelligence does the parts what am I supposed to do with the artificial intelligence then? I mean what is my role when the artificial intelligence is doing all the things?

Surveys usually talk about the fear that people have about Artificial Intelligence, which is that Artificial Intelligence threatens jobs.. In real life many workers are actually really stressed out about the uncertainty of it all. They do not know which parts of their job will change because of Artificial Intelligence and they do not know how fast these changes will happen. They are also unsure, about what their new responsibilities will be when Artificial Intelligence is introduced to their workplace.

Six things employers can do to reduce anxiety about Artificial Intelligence.

Employers can do a lot of things to reduce Artificial Intelligence anxiety in the workplace.

Some of these things are really simple.

Employers can start by talking to their workers about Artificial Intelligence and what it means for them.

This can help workers understand Artificial Intelligence and what it can do.

The main goal is to reduce anxiety about Artificial Intelligence without slowing down innovation with Artificial Intelligence.

Employers need to keep coming up with ideas and using Artificial Intelligence to make these ideas happen.

Here are some things employers can do to reduce anxiety about Artificial Intelligence:

* Be honest with workers about Artificial Intelligence

* Teach workers about Artificial Intelligence

* Help workers learn skills to work with Artificial Intelligence

* Make sure workers know how Artificial Intelligence will affect their jobs

Employers can reduce anxiety about Artificial Intelligence by doing these things. They can still use Artificial Intelligence to innovate and come up with new ideas.

Reducing anxiety about Artificial Intelligence is good for workers. It is also good for employers who want to keep using Artificial Intelligence to innovate.

Artificial Intelligence is not going away so employers need to find ways to reduce anxiety, about Artificial Intelligence.

If you are a company leader reading this the lesson from Randstad is not do not adopt Artificial Intelligence. It is: adopt Artificial Intelligence in a way that does not destroy trust in the company. The main thing to remember is to adopt Artificial Intelligence in a way so that it does not hurt the trust that people have in the company and, in Artificial Intelligence itself.

Here are some simple things you can do that help with anxiety and often make adoption work out better:

1) Clarify the intent: augmentation vs replacement

Workers do not need relations. They need things to be clear and straightforward. Workers need to know what is going on and what they are supposed to do. Workers need clarity so they can do their jobs properly.

Which tasks will AI handle?

What kind of tasks will people still do themselves? Will some tasks always be done by humans and not, by machines? Tasks that require a touch will remain tasks that people own. These human-owned tasks will be the ones that need people to do them.

So what new skills are going to be important in the future? New skills like these will become really important. People will need to learn skills to stay ahead. The new skills that become important will be the ones that help people work with technology and understand how it works. New skills are going to be really important, for people who want to do.

What kinds of jobs are probably going to get smaller.. What can people who work in those jobs do instead? We are talking about jobs that’re likely to shrink. And we want to know what pathways exist for people who work in those jobs that are likely to shrink.

2) Share productivity gains more visibly

I think about the fear that people have when it comes to the information we get from computers and machines. It seems like these machines are helping companies a lot more than they are helping the people who actually work for those companies. The fear is that machines like intelligence are going to make things better for corporations but not so much for workers, like us.

To deal with that companies can:

invest savings into training and pay,

shorten hours or reduce burnout,

improve promotion pathways,

create “AI proficiency” pay premiums.

When companies share the gains, with people the people do not feel as anxious. They are more likely to adopt the new things that the companies are doing. This is because sharing the gains makes people feel like they are a part of it and that is why anxiety drops and adoption of things improves for the companies.

3) We need to build training that’s really similar to the way we work every day so it matches our real workflows. This means our training for the workflows should be as close to the workflows, as possible.

Many corporate AI trainings are pretty basic. Workers need training that is directly related to the things they do every day like:

their tools,

their processes,

their customers,

their quality standards,

their compliance requirements.

4) Protect entry-level growth paths

If the artificial intelligence system removes beginner tasks it should be replaced with beginner tasks for the beginners to work on. The new tasks should be similar to the beginner tasks that the artificial intelligence system removed. This way the beginners will still have tasks to do. The artificial intelligence system should find beginner tasks to put in place of the old ones. Beginner tasks are important, for the beginners.

structured apprenticeships,

supervised AI-assisted projects,

rotation programs,

A mentorship that really focuses on helping people make judgments and understand the area they are working in which is the domain is very important. This kind of mentorship is, about the domain understanding and judgment.

5) Use managers as stability anchors

The people at Randstad have a thing called Workmonitor. It says that managers are very important for keeping things stable. A lot of workers really need to have relationships with their managers to deal with difficult times. Randstads Workmonitor page is talking about how managers help workers when thingsre uncertain. Workers rely on their managers to get through situations. Managers are key, to making sure everything runs smoothly according to Randstads Workmonitor page.

This is a big deal: the manager is the human interface between AI change and daily life.

Train managers to:

set realistic AI-enabled expectations,

protect focus time,

coach judgment and quality,

give psychological safety to learn.

7) Things Young Workers Can Do Now

Young workers can take some steps to improve their situation.

Here is what young workers can do.

Young workers need to make a plan and take action.

This is a plan for young workers.

Young workers can start by making changes and then try to do more.

The goal is to help young workers get what they want.

Young workers should focus on what they can do now to make things better, for themselves.

If you are a student or someone who is just starting your career the goal is not to become an Artificial Intelligence influencer. The goal is to make sure you have a job that will last for a time even when Artificial Intelligence tools keep changing.

Step 1: The first thing you need to do is change the way you work with tools. You should stop being a tool user. Become a workflow builder instead. This means you will be creating your workflow using these tools. You will be a workflow builder who uses tools to make your work easier and more efficient.

Anyone is able to paste prompts. Employers value people who can do things like

* write something that’s easy to understand

* come up with new ideas, for the company

* solve problems that the company is facing

Employers really value people who can do these things for the company.

map a process,

identify bottlenecks,

We should use Artificial Intelligence where it helps us. Artificial Intelligence can do a lot of things for us.

For example Artificial Intelligence can help us with tasks that’re hard to do. We can use Artificial Intelligence to make our work easier.

Artificial Intelligence is very useful so we should use Artificial Intelligence where it helps.

We need to create checks so the quality of the things we do does not collapse. This is very important, for the quality of the work we are doing. The checks will help us make sure the quality is good and does not get bad. We have to create these checks for the quality.

We need to write down how the system works so other people can use the system. This way the system will be easy to understand. Others can use the system without any problems. We have to make sure the system is well documented so people can follow the system and use the system correctly.

Step 2: Build a portfolio that shows what you can do and the results you get with your work it is like a collection of things that you have done and this portfolio is really, about the outcomes of your projects so you need to build a portfolio that shows these outcomes.

Do not just say: “I know Artificial Intelligence.”

Show:

before/after time saved,

error reduction,

faster turnaround,

improved customer response,

better reporting.

Even small projects count:

automate spreadsheet cleaning,

summarize customer feedback,

create a support FAQ workflow,

build a simple agent that drafts and routes emails (with human review).

Step 3: Learn the skills that artificial intelligence can not replace easily.

The human skills are very important for us.

We need to learn these skills because artificial intelligence can not do everything that human skills can do.

For example human skills like talking to people and understanding how they feel are very important.

These are the things that artificial intelligence can not replace easily.

So we should learn the skills like communication and empathy.

The human skills are what make us different, from intelligence.

We should focus on learning the skills that artificial intelligence can not replace easily.

AI is great at patterns, but weaker at:

stakeholder management,

ethical judgment,

negotiation,

deep domain context,

accountability.

So double down on:

writing clearly,

presenting,

teamwork,

problem framing,

decision-making under uncertainty.

Step 4: Get really good at checking the verification process and make sure you are excellent at verification because verification is a step. To be excellent, at verification you have to understand what verification is and how it works. Then you can become excellent at verification.

AI makes mistakes confidently. One thing that is really good to be able to do at a job is:

checking outputs,

spotting hallucinations,

validating numbers,

ensuring policy compliance.

“AI + verification” is often more employable than “AI-only.”

Step 5: Choose roles where Artificial Intelligence increases your value. This means you should look for jobs where Artificial Intelligence helps you do your work better. When you use Artificial Intelligence in these roles you become more important to the company. You do things that Artificial Intelligence cannot do like making decisions and being creative. This way Artificial Intelligence and you work together. You are more valuable to the company because of it.

* You can be a manager. Use Artificial Intelligence to help you make good decisions

* You can be a designer. Use Artificial Intelligence to help you come up with new ideas

* You can be a problem and use Artificial Intelligence to help you find answers

Remember the goal is to choose roles where Artificial Intelligence increases your value so you can do your job better and be more important, to the company. Artificial Intelligence is a tool that helps you and when you use it in the way you can achieve great things.

Artificial intelligence does not affect all jobs in the way. When you are just starting out a good plan can be to move towards jobs where artificial intelligence is used less. Artificial intelligence is changing the way we work. It is a good idea to think about how artificial intelligence will affect your job.

* Consider jobs where artificial intelligence’s not as common

* Think about how you can work with intelligence but not be replaced by it

* Look for jobs where artificial intelligence’s just a tool, not the main thing.

Artificial intelligence is a part of our lives now and it is important to think about how artificial intelligence will change the jobs we do.

amplifies your output,

raises the value of your judgment,

This thing makes you go faster without taking away what is important to you. It helps you to do things and still be true, to your purpose. Your purpose is what makes you who you are and this thing does not change that. It only makes you faster.

8) The bigger picture is that anxiety actually makes sense. We can use anxiety to our advantage so anxiety can be a good thing if we use it in the right way and that is what we need to do with our anxiety.

The Randstad findings do not mean that young workers are, in a situation. They mean that young workers are correctly feeling that something big is changing:

The tasks are being given to people now so the tasks are being redistributed. This means some people will get the tasks that were given to others before and the tasks will be shared differently. The tasks are being looked at again. The tasks are being given to people who can do the tasks better.

The skills that people need to know are changing. This is happening because the skill requirements are shifting and what was important yesterday may not be important today. The skill requirements are. People have to adapt to these changes.

trust is fragile.

When you think of anxiety as a warning sign you can do something about the anxiety. Anxiety is, like a signal that tells you something is not quite right. So if you see anxiety as a signal you can take action to deal with the anxiety.

learn the new workflows,

show measurable value,

develop judgment and verification skills,

keep building adaptability.

At the same time, employers have responsibilities too. The “great workforce adaptation” Randstad describes isn’t just about adopting AI—it’s about adapting together so growth doesn’t become a trust crisis.