AI Done Right: The Engagement Revolution Hiding in Plain Sight

By Heidi Jaros, MSOL, SPHR

November 6, 2025

More and more employees, friends, peers and network connections are telling me the same story. They are burned out. Not just because they work too much (that’s a topic of its own for another day) but also because the work they are doing feels boring and pointless. They spend hours every day on low-value tasks that rarely tap into their strengths. The spark that once kept them motivated has dimmed. If I’m being totally honest, I can relate to this sentiment. I recently left my own corporate career to reignite my love of work because the day-to-day was just not bringing me joy and meaning.

These stories reflect a deeper problem that many organizations face. According to Gallup’s most recent State of the Global Workplace report, only 31% of U.S. employees are engaged in their work, the lowest figure in nearly a decade. The cost is not just cultural. Gallup’s research also shows that companies with highly engaged employees outperform their peers by up to 23% in profitability and 18% in productivity. At the same time, new fears are emerging among workers about what AI means for their future. A 2025 Stanford Digital Economy Lab study found that while workers are generally optimistic about AI’s potential, 23% fear it could cost them their jobs.

So why does this matter? Because we’re standing at a defining moment. A once-in-a-generation opportunity to reshape not just how we work but what work feels like. With thoughtful adoption and clear communication, AI can reduce fear and turn anxiety into energy. It can shift our focus from what drains us to what drives us, freeing people from the repetitive and routine to make space for work that’s more creative, strategic and human.

The Opportunity: Reengaging People in Meaningful Work

Year after year, research on employee engagement finds that opportunities for growth and development are among the strongest predictors of engagement. Gallup identifies “opportunities to learn and grow” as one of the five essential elements driving workplace engagement. Similarly, the World Economic Forum reports that prioritizing learning and career mobility has “a major impact on employee retention, engagement and overall business performance”. 

When people talk about AI and employee engagement, the conversation often centers on analyzing survey data and developing enterprise-wide engagement programs. But the real opportunity is more personal than that. It’s about how work can feel lighter, more creative and more fulfilling to individuals. It's about giving people the chance to do what they do best more often and to grow in ways that feel authentic, not predefined by an enterprise-wide engagement program.

Additionally, the traditional career ladder, built for a world where roles stayed relatively stable and progress meant moving up one rung at a time, has already been on the decline. In their book The Squiggly Career, Helen Tupper and Sarah Ellis describe how modern careers are no longer linear. Skills are evolving so quickly that rigid ladders don’t fit the pace of change. What we need instead are careers that flex, ones that encourage exploration, learning and reinvention. AI accelerates that shift. As AI takes over more repetitive tasks it’s creating room for people to explore new skills, shape their own paths and reimagine what growth looks like.

When used intentionally it becomes a tool for career agility. AI helps people learn faster, prototype ideas and test new ways of working without waiting for permission or promotion. The question isn’t “How do I move up?” anymore. It’s “What can I build, learn or improve next?”

How to Harness AI for Your Own Growth

Use AI to expand your current role: When AI removes low-value tasks, use the time it frees to take on new challenges. Learn a new skill, lead a project or volunteer for work that stretches your strengths. The most successful employees in the years ahead will be those who use AI not to do less but to do more of what matters.

Learn in real time: AI can be your personal learning accelerator. Use it as a thought partner to explore new ideas, get feedback on your writing or presentations, practice coaching conversations or brainstorm creative solutions. Curiosity and experimentation are the new career currency.

Spot and shape new roles: As AI transforms business models it’s creating roles that didn’t exist even a year ago. Don’t wait for someone else to define them. Pay attention to how client needs, team workflows and data use are changing and propose new ways you can add value. Many of tomorrow’s most interesting jobs will start as ideas from people who saw a shift early and leaned into it.

Build visibility around your growth: Share what you’re learning. Talk openly with your manager about how AI is changing your work and where you see opportunities to contribute. This builds trust and positions you as someone who leads through change rather than fears it.

Actions Leaders Can Take to Leverage AI for Employee Engagement 

Technology alone doesn’t transform culture. People do. The same human-centered practices that drive engagement are the ones that make AI adoption sustainable. Here’s how leaders can make it work across teams and enterprises:

Connect tech and people early. Involve HR, frontline workers and team leads in design sessions so that the tool fits the work and the work is redesigned for higher value.

Lead with purpose. Frame AI as an enabler of meaningful work. Link it explicitly to the organization’s mission, values  and to each individual’s sense of contribution and fulfillment.

Reward experimentation and skill building in non-traditional ways. While compensation and recognition always matter, the rewards that truly drive engagement often come through growth and connection. Consider pairing employees who are excelling in AI adoption with mentors or leaders who can help advance their careers. Collaborate with them to design new, business-aligned roles that leverage their emerging skills and give them career-building visibility, such as AI transformation lead or adoption committee project roles. You can also invest in external training or professional association memberships to build on their momentum. These types of rewards not only sustain engagement but also strengthen retention and capability across the organization.

The Future of Work Feels Personal Again

The AI tools we’re already seeing in action—the copilots, content generators and workflow automators that are boosting productivity and revamping how teams operate—represent only the tip of the iceberg. These tools are showing us what’s possible when technology removes friction from work, but the real opportunity lies in what comes next: giving employees the time and space to love their work again.  AI isn’t just another productivity tool. It’s a chance to design more interesting careers, more energizing workdays and more meaningful professional lives.