ADP’s People at Work 2026 report highlights a tension many leaders are already feeling.

Workplaces are becoming more technology-enabled, but workers are not automatically becoming more confident, productive, or secure.

That matters.

AI is often positioned as a productivity lever. But the report shows a more nuanced picture. Frequent AI users report higher engagement, lower negative stress, and stronger team connection.

Yet daily AI users are also more likely than non-users to say they are not as productive as they could be.

That is an important signal.

AI may be helping people work differently, but many organizations have not yet redesigned work clearly enough for people to feel the productivity gain.

The same pattern shows up in job security.

Workers who feel their employer invests in their development are far more likely to feel secure. Upskilling is not just a learning initiative. It is a trust-building mechanism.

For AI and automation leaders, the implication is clear.

Technology rollout is only half the work.

The bigger challenge is helping employees understand what is changing, what skills matter next, and where they fit in the new operating model.

Trust in AI models is often cited as a key adoption criterion. But perhaps an even bigger factor is trust in the company itself. Because employees are unlikely to fully embrace AI if they do not feel that they have a future within the organization.

The companies that get this right will not simply “use AI.”

They will build a workforce that feels capable and confident enough to use AI well.

Who do you think employees trust more today: AI models or their organization?

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