Gen Z and AI in the Workplace: What HR Needs to Know
AI tools have become a staple for many Gen Z employees, who are digital natives comfortable using technology to boost productivity. A recent survey by Resume Genius of 1,000 full-time Gen Z workers in the U.S. reveals how deeply AI is embedded in their daily tasks—and the challenges that come with it.
Key takeaway: AI is helping young professionals work faster, improve quality, and free up time for creative tasks. But it also raises ethical questions and emotional concerns that HR leaders should be aware of.
How Gen Z Uses AI at Work
Most Gen Z professionals see AI as a productivity booster:
- 60% say AI speeds up their work with less effort.
- 56% find it improves the accuracy and quality of their output.
- 54% use AI to focus more on creative or strategic tasks.
- 42% say AI has opened new career opportunities.
In practice, Gen Z workers use AI for:
- Brainstorming and generating creative ideas (74%)
- Writing or editing reports and emails (68%)
- Creating digital content and designing presentations (62%)
- Analyzing large datasets (61%)
- Automating repetitive admin tasks (61%)
- Competitive research and business intelligence (57%)
- Managing meetings and scheduling (56%)
AI as a Support for Workplace Communication
Beyond task management, many Gen Z employees rely on AI to handle interpersonal challenges:
- 57% use AI to review work before submitting to managers (22% do this often or always).
- 56% seek advice on communicating with managers or coworkers (19% often or always).
- 55% use AI to clarify tone or message meaning (23% often or always).
- 51% turn to AI for help with workplace conflicts or difficult conversations (16% often or always).
AI and Career Development
AI also guides Gen Z in career-related decisions:
- 56% use AI to write CVs and cover letters.
- 53% seek AI assistance with salary negotiations or promotions.
- 50% use AI to understand company policies or workplace rules.
Ethical Concerns and Risky Behaviors
While many use AI responsibly, a notable number admit to questionable practices:
- 39% have automated tasks without informing managers (14% do this often or always).
- 31% have used AI in ways that may violate company policies, like sharing internal data (11% often or always).
- 30% have generated fake work to appear more productive (11% often or always).
Additionally, 28% have passed off AI-generated work as their own without disclosure. Among them:
- 43% said their work was well received.
- 41% would do it again.
- 26% felt guilty.
- 13% said their work was poorly received.
- 9% were caught.
Gender differences are also evident. For example, 40% of Gen Z men reported submitting AI-generated work without disclosure, compared to 20% of women. Men were slightly more likely to repeat the behavior, while women reported more guilt.
Concerns and Challenges with AI at Work
Despite AI’s benefits, many Gen Z workers face new pressures:
- 49% worry AI could lead to unfair or biased decisions.
- 40% feel forced to learn new skills just to keep pace.
- 39% feel burned out by constant AI updates.
- 38% say they must use AI to manage their workload.
- 37% feel AI makes them replaceable.
- 23% report negative impacts on mental health.
Women in this group report slightly higher emotional fatigue related to AI use.
What If AI Was Banned at Work?
Responses show varying levels of dependency on AI tools:
- 53% say a ban would have no effect as they don’t use AI.
- 52% would support a ban and prefer working without AI.
- 51% would continue using AI outside work hours or on personal devices.
- 48% oppose a ban.
- 39% would need alternative ways to complete tasks.
- 34% believe a ban would reduce their efficiency.
- 33% would continue using AI at work despite a ban.
- 18% say they couldn’t do their current job without AI and might quit or change roles.
Implications for HR
AI is clearly more than just a tool for many Gen Z office workers—it’s a digital partner that shapes how they write, plan, and solve problems. But when AI starts replacing judgment and decision-making, it raises concerns about employee development and ethics.
HR professionals should consider:
- Providing clear guidelines on AI use and disclosure.
- Offering training to build confidence and critical thinking without overreliance on AI.
- Monitoring for policy violations and encouraging transparency.
- Supporting mental health as AI-related stress emerges.
- Preparing for workforce shifts if AI becomes indispensable.
For HR teams looking to better support employees in this AI-driven environment, exploring targeted training can help staff use AI tools effectively and responsibly. Check out relevant courses on Complete AI Training to empower your workforce.
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