As artificial intelligence (AI) and emerging technologies rapidly transform the workplace, employers face a critical question: Are their teams ready for what’s next? In many industries, the answer is “not yet.” While companies embrace digital transformation, many employees remain underprepared to work alongside advanced technologies like artificial intelligence (AI) that change monthly or even weekly. It presents a strategic challenge for HR leaders and a significant opportunity: By closing the AI and tech skills gap from within, organizations can improve performance, retain talent and future-proof their workforce.
Despite growing awareness of the importance of AI fluency, many organizations are still in the early stages of integrating it into their workforce strategies. While employees often engage in professional development, training specific to AI and emerging technologies is not yet widespread. This disconnect between technological advancement and employee readiness underscores the need for more intentional, accessible training programs that equip workers with technical and ethical AI competencies.
This article explores the challenges of AI-related skill gaps and offers practical strategies for upskilling employees in today’s evolving digital landscape.
AI and Technology Skill Challenges
Despite growing adoption of AI tools and automation across sectors, most organizations are still playing catch-up regarding workforce preparedness. Consider the following AI and technology skills challenges:
- Organizations have skills gaps in AI and technology. According to recent workforce surveys, most employers say their teams lack critical AI and digital competencies. This includes technical skills like data analysis or fluency in machine learning. It also encompasses softer proficiencies such as prompt engineering, digital collaboration, and understanding how to use AI tools ethically and effectively.
- Leaders and employees often have differing views on training readiness. While executives and business leaders tend to believe their workforce is embracing change and receiving adequate support, many employees report the opposite: they feel underprepared and underserved regarding AI training. This disconnect highlights the need for clearercommunication, better goal alignment and more accessible learning pathways that reflect employees’ actual needs.
- Workers are doing training, but are not always focused on AI/tech. While learning and development initiatives are rising, many programs remain broad or unrelated to digital transformation. Employees often participate in compliance courses or general leadership development, but opportunities to explore AI-related topics are still limited in many organizations.
- Many employees still feel underprepared to use AI effectively in their roles. While interest in learning is typically high, some employees face barriers such as limited access to training, resources, or time to explore new technologies. Thiscan lead to frustration among motivated employees eager to stay current, highlighting the importance of proactive support from employers to maintain engagement and trust.
- For many employers, building AI capabilities from within is the real challenge. Recruiting top tech talent is costly and highly competitive, especially for mid-size businesses with limited budgets. While upskilling existing employees may be the more feasible path, it requires time, planning, and sustained commitment. Yet the payoff is significant: internal talent already understands your business, and investing in their growth boosts retention, engagement and long-term resilience.
How to Upskill Employees
Closing the AI and technology skills gap doesn’t require starting from scratch, but it does require intention, structure and support. Here are some ways to upskill employees:
- Assess skills gaps strategically. This assessment starts by identifying the core technologies relevant to your industry and how they intersect with current roles. Use skills assessments or digital readiness surveys to benchmark current employee capabilities and spot areas for growth.
- Incorporate AI into existing training programs. You don’t need to build an AI curriculum from the ground up. LayerAI-related modules into your leadership programs, onboarding training and digital literacy courses.
- Help employees understand how AI tools work and how to use them responsibly. Provide foundational training that demystifies how AI tools function, including their capabilities, limitations and appropriate use cases. Make it clear that AI is meant to enhance their roles, not replace them, by showing practical ways these tools can streamline tasks, support decision-making and free up time for more strategic work. When employees see AI as a partner rather than a competitor, they’re more likely to adopt it with curiosity and confidence.
- Encourage experimentation with AI tools. Learning by doing is one of the most effective approaches to tech adoption. Give teams low-stakes opportunities to try tools like generative AI, chatbots or data visualization platforms. Provide hands-on environments or practical workshops to explore functionality and creative use cases.
- Create peer learning communities. Form internal AI learning groups, host lunch-and-learn sessions or offer “tech buddy” programs that pair digitally fluent employees with those who want to improve their skills. Peer-led learning is often more approachable and better tailored to your workplace context.
- Partner with external platforms or providers. A growing number of cost-effective online resources cover topics ranging from AI fundamentals to advanced machine learning. Subsidizing or curating content can help scale training without overloading internal teams.
- Align learning goals with business outcomes. Connect upskilling efforts to real business challenges, whether streamlining customer service, improving analytics or automating routine tasks. Employees who understand the “why” behind learning initiatives are more motivated to engage.
Takeaway
Upskilling your workforce in AI and emerging technologies isn’t just a future-oriented idea; it’s how many organizations improve efficiency today. The organizations that thrive in this next wave of innovation will empower their teams to grow with the change, not fear it. While AI provides exciting opportunities, it also comes with risks. As always, employers should tread carefully.
By identifying skill gaps, expanding training offerings and creating a culture of continuous learning, HR leaders can turn the AI challenge into a competitive advantage. When employees feel supported and prepared, they’re more engaged, productive and likely to help drive transformation from the inside out.