The emergence of artificial intelligence (AI) in companies is changing processes, business models, and, above all, impacting what people feel and think. That’s why talking about a human-centered implementation of artificial intelligence is no longer an option but a necessity.
In the face of this new reality, internal communication positions itself as a key player in supporting, containing, and mobilizing people during this change process.
How to emotionally support AI implementation in companies
The implementation of AI-based technologies generates a wide range of emotions among employees: from anxiety and uncertainty to excitement about new opportunities.
According to a report by InfoJobs,
37% of workers believe that AI could replace jobs, reflecting an underlying concern.
Recognizing and validating emotions through communication
Internal communication should act proactively, aiming to communicate with sensitivity and active listening: recognizing and validating employees’ emotions by creating open and empathetic dialogue spaces.
Campaigns focused on human value
Develop campaigns centered on the concept of the “augmented human”: highlighting how AI can free employees from repetitive tasks, allowing them to focus on higher-value activities.
Use a friendly and human tone in institutional messages. Avoid technical jargon or cold language.
Include testimonials from employees who have already interacted with AI within the organization.
Demonstrate with data and concrete cases how industries or companies with similar characteristics have approached AI adoption.
Create newsletters or videos that acknowledge emotions: “We know this change may cause uncertainty, so we want to tell you what’s happening and how we’re going to support you.”
Establish participatory channels for effective integration
Enable platforms where people can express their concerns, ask questions, and propose ideas related to integrating AI into their roles.
Human-centered implementation of artificial intelligence
The arrival of AI should open more spaces for dialogue, not close them. The more participation there is, the less resistance there will be.
Tools to encourage participation
- Emotional pulse surveys before and after implementing AI,
- Anonymous digital suggestion boxes.
- Town hall meetings or open talks with tech and HR leaders.
- Collaborative platforms (like Viva Engage, Teams, or Slack) to share opinions, suggest AI use cases, or exchange experiences
Humans and artificial intelligence: a collaborative narrative through internal communication
According to a recent report, “Superagency in the workplace: empowering people to unlock AI’s full potential,” by McKinsey,
The challenge of AI in the workplace is not a technological one but a business challenge that requires leaders to align teams, address AI obstacles, and reorient their companies for change”
That’s why training leaders as “first communicators,” preparing them to communicate transparently and empathetically, and positioning them as references in times of change is key to ensuring AI integration happens through a soft landing.
Beyond the “human vs. machine” dichotomy, it is essential to promote a collaborative narrative where technology enhances human capabilities.
How to balance technology and humanity in AI integration
The study Employee well-being in the age of AI: perceptions, concerns, behaviors, and outcomes reveals how “organizational strategies such as clear communication, training programs, and employee involvement in AI implementation are identified as crucial to mitigate negative impacts and enhance positive outcomes.”
The integration of AI in companies is inevitable and offers multiple benefits. However, its success depends on how the change is managed at the human level.
The internal communication area of each company has a great opportunity to lead this process, ensuring that technology becomes an ally to enhance human talent rather than a source of fear or resistance.
Frequently asked questions
How does human-centered artificial intelligence implementation help reduce resistance to change from the beginning?
By involving teams from the start, greater trust is generated and fears are minimized. Human-centered artificial intelligence implementation focuses on the human impact, facilitating progressive adaptation to change.
What are the most common emotions that arise in teams during AI adoption?
The most frequent emotions range from uncertainty and anxiety to enthusiasm. Identifying them is key to managing them with empathy and support.
How can internal communication mitigate AI’s emotional impact on employees?
Through clear, empathetic messages that are open to dialogue. Validating emotions and giving space for concerns helps create a safer and more receptive environment.
What concrete actions can a company take to foster a human-technology collaboration narrative?
Show real success stories, highlight the value AI brings without dehumanizing work, and communicate how both sides enhance one another.
What are the most common mistakes in managing organizational change with AI?
Forcing change without listening, minimizing the emotional impact, or communicating only from a technical angle. These mistakes create resistance and lower engagement.
What real benefits have been observed when employees actively participate in AI implementation?
Greater acceptance of change, solutions that better align with operational realities, and a sense of belonging that improves the work environment.
How can you detect if a team is showing resistance to technological change?
Signs like low participation, negative attitudes, or lack of questions can be red flags. Emotional pulse surveys are a key tool.
What are the most effective internal communication channels for supporting AI adoption?
Newsletters with clear language, town halls for live conversation, videos, and collaborative platforms like Slack or Teams to keep the dialogue going.
How can you strike a real balance between AI use and employee well-being?
By actively listening, adjusting implementation pace, and ensuring AI enhances tasks without replacing the human value of work.
How can you clearly and empathetically present the benefits of AI without creating fear of job replacement?
By emphasizing how AI frees up time for more creative tasks, showing positive case studies, and clarifying that technology is here to enhance, not replace.
What participatory tools work best to involve employees in digital transformation?
Anonymous digital suggestion boxes, regular surveys, and spaces like workshops or hackathons where they can propose real uses for AI.
