Workers Are Using AI to Prepare for Job Changes, Putting Employers on Notice
Half of U.S. workers say AI makes them more confident about switching to a new role, according to research released by the University of Phoenix Career Institute. The finding signals a potential shift in labor market dynamics: workers who have been staying put in a stable job market are quietly building skills and confidence to leave.
The study surveyed 5,000 working adults and 1,000 employers in January and February 2026. It found workers are taking matters into their own hands. Fifty-three percent say AI advancements boost their confidence in building skills. Seventy-five percent report increased confidence at work because of AI. Eighty-one percent say AI helps them identify new ways to apply their skills.
That confidence is translating into job market optimism. Sixty-three percent of workers feel positive about available job opportunities overall. Among workers who are comfortable with AI, that figure jumps to 75 percent.
The Retention Problem
Employers are watching this unfold with concern. Nearly half of employers (48 percent) worry they cannot retain workers who are fluent with AI. Sixty-two percent say employees are developing AI skills faster than their organization can adapt.
The dynamic reverses a years-long advantage employers held. In the past few years, turnover remained historically low as workers stayed put. Now, rising job growth and worker confidence in AI capabilities may create conditions for increased mobility - similar to the talent exodus of 2022.
Where Employer Strategy Matters
Workers are not waiting for their employers to teach them. Fifty percent are learning AI independently. Yet 47 percent say their employer should be doing more to incorporate AI into daily work. Sixty percent want more guidance on learning AI tools.
Organizations that establish clear AI strategy see measurable results. Workers whose employer has a defined plan for AI-enabled growth report 87 percent job satisfaction, compared to 72 percent at companies without such a plan.
John Woods, Provost and Chief Academic Officer at University of Phoenix, said the moment demands action: "Organizations that make AI part of a broader growth strategy for their people may be better positioned to support engagement, satisfaction, and retention."
What HR Leaders Should Do
The research points to concrete steps for employers:
- Define clear AI career pathways and skill standards
- Establish skills assessment systems that support talent management and internal mobility
- Expand workforce training and structured AI enablement
- Build AI capability among managers to foster stronger support culture
For HR professionals, the stakes are clear. Workers who feel supported in AI skill-building stay longer and perform better. Those who don't find ways to learn elsewhere - and gain confidence to move on.
HR leaders looking to develop AI strategy for their organizations can explore AI for CHROs or AI for HR Managers to understand how to implement these strategies effectively.
The complete study is available from the University of Phoenix Career Institute.
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