# Laura Aghedo on AI at Work: Workforce Trends and Real Ways to Reduce Stress > HR pro Laura Aghedo explains how AI is changing roles, skills, and trust-plus a 90-day plan. Clear policies, manager training, and small pilots ease stress and improve results. - Type: AI news - Page: https://completeaitraining.com/news/laura-aghedo-on-ai-at-work-workforce-trends-and-real-ways/ - Published: 2025-11-10 - Updated: 2025-11-10 - Author: Jeroen Erne - Jobs: Human resources - Reading time: 3 min ### AI and the Workforce: Practical Guidance for HR, with Insights from Laura Aghedo Laura Aghedo, a Chartered Human Resources professional with expertise in organisational behaviour, workplace psychology, and employee wellbeing, shares clear advice on two fronts: how AI is changing workforce trends and how employees can reduce workplace stress. The goal is simple-protect people, boost performance, and keep work human. #### What AI Is Changing in Workforce Trends - **Role redesign:** AI strips routine tasks from many roles. Jobs don't disappear as much as they shift. Expect more emphasis on judgment, context, and relationships. - **Skills shift:** Demand increases for problem framing, data literacy, prompt writing, and ethical decision-making. Soft skills become the differentiator. - **Productivity gaps:** Teams that adopt AI well pull ahead. Those without guidance stall. HR needs clear enablement, not just access to tools. - **Trust and transparency:** Employees want to know how AI affects performance reviews, data use, and job security. Silence creates fear; clarity builds buy-in. - **New governance:** Policies must cover data privacy, bias risks, output review, and accountability. Good guardrails speed up adoption. #### A 90-Day HR Action Plan - **Weeks 1-2: Audit work** \- Identify top 10 repeatable tasks by function. Mark what can be automated or assisted. Agree on "human-in-the-loop" checks. - **Weeks 3-4: Skills map** \- Define the core AI-adjacent skills each role needs. Build a simple matrix: current level, target level, training path. - **Weeks 5-8: Pilot** \- Run 2-3 small pilots (e.g., drafting job descriptions, summarising meetings, first-pass data analysis). Measure time saved and error rates. - **Weeks 9-10: Policy** \- Publish a short, plain-language AI use policy and review process. Cover data handling, confidentiality, and acceptable use. - **Weeks 11-12: Rollout** \- Scale what worked. Provide quickstart guides, office hours, and a feedback channel. Celebrate early wins. #### Reducing Workplace Stress: What Actually Works Stress spikes when workloads feel unclear, tools feel forced, or performance expectations shift without support. AI can help or hurt, depending on how it's introduced. - **Fix capacity, not just resilience:** Measure workload with simple weekly capacity checks. Rebalance before burnout hits. - **Create focus time:** Block no-meeting windows. Standardise meeting lengths (25/50 minutes) and agendas. Treat attention like budget. - **Set AI norms:** Define which tasks should start with AI and which require human-first effort. Remove guesswork. - **Manager enablement:** Train managers to coach through change, run workload reviews, and spot early burnout signals. - **Access to care:** Ensure employees know how to reach mental health support, and make it stigma-free. #### Micro-habits Employees Can Use Today - **Daily triage:** 3 tasks, one priority. Use AI for first drafts and summaries, then refine. - **Energy mapping:** Do deep work during peak energy, admin during dips. Protect one 60-90 minute focus block. - **Boundary scripts:** Agree on response-time norms. Use status updates and async notes to reduce Slack/Email churn. - **Digital hygiene:** Close feeds during focus. Batch messages 2-3 times a day. - **Recovery:** Short walks, water, and a hard stop time. Performance follows recovery. #### Metrics HR Should Track - **Adoption:** % of teams using approved AI workflows. - **Time saved:** Hours saved per function per month; reinvestment in higher-value work. - **Quality:** Error rates, rework, compliance incidents. - **Wellbeing:** Burnout risk scores, sick days, eNPS, turnover in critical roles. - **Fairness:** Monitor for bias in AI-assisted decisions and outputs. #### Policy Lines You Can Adapt - **Confidentiality:** Do not paste sensitive or personal data into public AI tools. Use approved systems only. - **Attribution:** All AI-assisted work must be reviewed and owned by a human. You are responsible for the final output. - **Bias and safety:** Check outputs for factual accuracy, bias, and compliance. Flag issues through the standard incident channel. - **Transparency:** Disclose AI assistance when required by clients, regulators, or internal policy. - **Use cases:** Start with drafting, summarising, research assistance, and basic analysis. Avoid autonomous decisions without approval. #### Upskilling That Pays Off Give people practical, role-specific training and repeatable workflows. Pair quick lessons with live practice and templates. - For structured learning by job role, see [Courses by Job - Complete AI Training](https://completeaitraining.com/courses-by-job/). - To keep skills current, browse the [Latest AI Courses](https://completeaitraining.com/latest-ai-courses/). #### Helpful References - [CIPD: Artificial Intelligence at Work](https://www.cipd.org/uk/knowledge/guides/artificial-intelligence/?ref=completeaitraining.com) - [WHO: Mental Health at Work](https://www.who.int/teams/mental-health-and-substance-use/promotion-prevention/mental-health-at-work?ref=completeaitraining.com) #### Bottom Line AI changes how work gets done. HR's edge is thoughtful role redesign, clear policies, and real support for wellbeing. Start small, measure honestly, and scale what proves useful-your people will feel the difference, and your results will show it. --- This is the Markdown form of https://completeaitraining.com/news/laura-aghedo-on-ai-at-work-workforce-trends-and-real-ways/. The whole site is mapped at https://completeaitraining.com/llms.txt.