Love ‘Em, Grow ‘Em, Keep ‘Em—AI and the Future of Your Talent
Artificial intelligence isn’t coming—it’s already here. It’s rewriting job descriptions, reshaping industries, and creeping into our workflows faster than you can say, “Hey Siri, will AI take my job?”
Some employees are thrilled about the possibilities. Others? Not so much. Change can be unsettling, especially when people don’t know how they fit into the future. That’s why HR leaders and managers need to step up—not just with upskilling programs, but with real, human conversations about what’s next.
Here’s the thing: AI is not just a technology challenge. It’s a people challenge. And guess what? You can’t “automate” engagement, retention, or career growth.
That’s why the principles of Love ‘Em or Lose ‘Em are more critical than ever. If you want to keep your best people as AI transforms work, you need to double down on the human side of leadership.
So, let’s talk about how to love ‘em, grow ‘em, and keep ‘em in an AI-driven world.
1. Talk About the AI Elephant in the Room
AI is already a daily reality for employees. They’re watching their tasks change, their job descriptions evolve, and their LinkedIn feeds fill up with headlines about AI replacing entire industries.
So let’s not pretend everything’s “business as usual.” Your employees know AI is shifting the workplace, and if you’re not talking about it, they’re talking about it without you.
This is where stay interviews come in.
I’ve been preaching the power of stay interviews for years, and they’re a game-changer in moments of uncertainty. If you want to know what’s keeping your employees engaged (or what might make them leave), don’t wait for the exit interview—ask them now.
Use stay interviews to check in on AI-related concerns:
What excites or worries you about AI in your job?
Where do you see your career going in the next few years?
What skills do you want to build to stay ahead?
When employees feel heard, they feel valued. And valued employees don’t spend their lunch break scrolling job postings.
Love ‘Em Tip:
Make AI check-ins a regular thing. AI isn’t a one-time change; it’s an ongoing evolution. Keep the conversation open so employees feel like they’re adapting with the company, not being left behind.
2. Help Employees Upskill—Before They Update Their Résumés
Let’s be honest: When employees feel like their skills are getting stale, they don’t sit around hoping for a miracle. They start Googling new job opportunities.
And in the AI era, skills are evolving fast. So if companies don’t actively help employees grow, those employees will find a place that does.
Managers, this is where you step in—not as gatekeepers of information, but as career development champions.
Here’s how you can help employees future-proof their careers:
Show them the opportunities. AI isn’t eliminating all jobs—it’s changing them. Help employees see how their current strengths can evolve with new skills.
Personalize career paths. Not everyone needs the same training. Work with employees to map out career growth that fits their interests and your company’s needs.
Offer stretch assignments. Learning is great, but real growth happens through experience. Give employees AI-driven projects to experiment with.
Celebrate learning. Make skill development part of your culture. Recognize employees who take initiative in learning new things.
Love ‘Em Tip:
Frame reskilling as career expansion, not just survival. AI isn’t here to eliminate jobs—it’s here to create new opportunities. Make sure employees see it that way.
3. Foster a Growth Mindset—Because Stagnation Isn’t a Strategy
If there’s one thing I know for sure, it’s this: Work is always changing. (Remember when email was the new thing? And now, we can’t escape it!)
The employees who thrive in the AI era will be the ones who embrace change, stay curious, and continuously learn. The best managers? They don’t just allow growth—they expect it.
So how do you create a team that adapts instead of panics?
Make learning the norm. If employees think upskilling is “extra work,” they won’t do it. Weave learning into everyday culture.
Encourage curiosity. Give employees time and space to experiment with AI-driven tools.
Reward adaptability. Promote employees who show resilience and problem-solving skills—not just technical expertise.
Lead by example. If you expect employees to evolve, show them you’re evolving too. Learn something new yourself.
Love ‘Em Tip:
Encourage employees to teach what they learn. Nothing solidifies a new skill like explaining it to someone else!
4. Double Down on Human Skills—Because AI Can’t Do Empathy
AI can crunch numbers, generate reports, and even draft emails that sound eerily human. But do you know what it can’t do?
It can’t mentor a struggling employee.
It can’t build deep, trust-filled relationships.
It can’t coach someone through a career decision.
And it definitely can’t lead with empathy.
If you want to retain top talent, develop the skills AI can’t replace:
Emotional intelligence and empathy. AI can analyze data, but only humans can build trust and relationships.
Creative problem-solving. Machines can suggest solutions, but humans bring insight and innovation.
Collaboration and leadership. Great teams still need strong communicators and mentors.
Cultural intelligence and ethical judgment. AI can process information, but ethical decision-making requires human discernment.
Love ‘Em Tip:
Remind employees that AI isn’t here to replace them—it’s here to handle the boring work so they can focus on the meaningful work.
The Bottom Line: Keep ‘Em by Growing ‘Em
AI is shaking up the workplace, but here’s the truth: The companies that invest in their people will be the ones that keep their people.
If you want to retain top talent in the AI era, focus on what really matters:
✅ Have open, real conversations.
✅ Support upskilling with enthusiasm, not obligation.
✅ Build a culture of learning and adaptability.
✅ Strengthen the human skills AI can’t replace.
Love ‘Em or Lose ‘Em has always been about helping employees grow so they want to stay. That’s never been more important than right now.
So, managers—start the conversations. HR leaders—create the learning paths. Employees—embrace the growth. Because in the AI age, the best job security isn’t resisting change—it’s growing with it.
Let’s love ‘em, grow ‘em, and keep ‘em—AI and all.
