With near daily headlines about how the emergence of artificial intelligence (AI) will threaten the careers of everyone from physicians to insurance brokers, it’s no wonder that anxiety about new technology is on the rise.

In a recent survey conducted by Emeritus, 53% of respondents shared their concern that if they don’t continue to build new skills, technology won’t just leave them behind but replace them entirely.

Many employees are looking for learning opportunities that can help them remain flexible and up to date on technology in the workplace — but investing in further education as an individual can be an expensive stretch in today’s economic context. That’s where organizations, and their leaders, come in.

A Culture of Growth Lifts All Boats

As organizational leaders — and as human beings — we are responsible for addressing employees’ concerns and building a culture of trust, confidence and personal growth. In today’s fast-changing business environment, one of the most important ways we can do that is by offering substantive professional learning opportunities that help employees advance their careers.

That’s not just good for employees: It’s good for business. Our survey of 6,600 professionals around the world, which aligns closely with other published research in this area, found that 74% of respondents worldwide would choose a job with a company that invested in their ongoing education over one that did not. Further, 70% of employees said they would be more loyal to an employer that made those investments in their growth and development.

But while increased employee engagement has powerful knock-on effects ranging from lower hiring costs to improved customer experiences, it’s not the only reason to prioritize employee learning programs. The rapid pace of technological change has also led to growing skills gaps within organizations, hampering performance and growth.

How Leaders Can Help

A learning and growth culture requires more than lip service or access to a few professional development modules. Instead, the best leaders take the time to deeply understand their workforce, address questions and concerns, and act transparently. Essential actions include:

• Building a clear cadence of honest communication.

If messaging around changing priorities and technologies isn’t open and honest, it’s easy for employees to assume their jobs are at risk. Instead of superficial positive messaging, offer details about what will and won’t change as your company implements new approaches. Be sure to provide space for questions, both from individuals and in group settings.

• Equipping managers with the tools for great one-on-ones.

Effective one-on-one meetings are an underutilized tool to monitor employee engagement and concerns, identify areas where they may need upskilling or additional support, and develop advancement goals and pathways. Work with leaders across your organization to create a straightforward, replicable one-on-one process that ensures employees feel seen and heard.

• Ensuring all employees have a clear growth path.

Does every employee in your organization know what they must do to advance? In many organizations, career pathing is limited to leaders or certain “high-potential” employees, but that’s a missed opportunity to build more impactful teams and increase engagement. Managers should work with their employees to understand their short- and long-term goals, identify missing skills, and create a roadmap to move forward and grow within the organization.

• Providing high-quality, accessible tools and education.

Traditional employee education pathways, like internal training programs and subsidized university degrees, can be time-consuming, expensive and inaccessible. Plus, many lack the specificity and immediacy that today’s employees need to impact their day-to-day job or path forward. Fortunately, today’s online learning solutions can exponentially increase the range and quality of programs available to your employees. In the wake of COVID-19, 63% of respondents in the Emeritus survey said that their interest in pursuing online education has increased. Consider using remote learning platforms to offer shorter, more flexible courses and certificate programs tailored to your organization’s business goals. This will help drive immediate business impact and employee engagement.

The impacts of emerging technology may be unpredictable, but the data on employee concerns and sentiment is clear. Whether or not your organization plans to radically shift the way it does business in the near future, your employees know they need to start upskilling now. Giving them the tools and opportunity to learn and adapt will help them feel more engaged and secure today while positioning your organization to make the most of tomorrow.