Artificial intelligence is not only changing how organisations operate—it is transforming individual careers, challenging professional identities and prompting widespread workforce reinvention. The disruption demands more than reskilling. It calls for structured, people-first support to help workers navigate the transition.
Recent research from LHH, published in The Reinvention Imperative, shows a disconnect between how companies perceive AI-driven workforce changes and how employees experience them. While nearly half of business leaders acknowledge AI’s role in headcount decisions, few laid-off employees link their redundancy to AI. This gap contributes to delayed action, with AI-related layoffs often leading to significantly longer periods of unemployment. Many workers use the time to reassess not only their next role, but their long-term career path.
The challenge is compounded by broader issues in workplace engagement. Gallup’s State of the Global Workplace 2025 reports a drop in global engagement to 21%, contributing to $438 billion in lost productivity. Managers, who account for 70% of team engagement outcomes, are under growing strain, yet only 44% have received formal leadership training.
This lack of preparation undermines support for those affected by change. Effective reinvention requires more than severance—it needs skills coaching, career guidance and open communication. Yet only 10% of transitioning workers say they received AI-related training from their employer, and many managers feel unprepared to explain how AI has influenced job changes.
Gallup’s Workplace Challenges 2025 adds further urgency. Despite major investment, 70% of employees say they never use AI tools at work, and only 10% use them weekly. Most organisations have yet to bridge the gap between AI’s strategic potential and day-to-day application. LHH’s research shows over 70% of job seekers are pursuing AI skills on their own, without organisational backing.
The result is clear: reinvention is no longer optional. Companies must equip managers with the tools to lead through transformation, including training in AI awareness and change communication. Supporting staff through career shifts with personalised advice and future-focused training protects morale and productivity while preserving institutional knowledge.
For the UK to lead in responsible AI innovation, embedding a human-centred approach to reinvention is essential. Building a future-ready workforce will depend not only on technology, but on how organisations support people through the change it brings.
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Noah Fact Check Pro
The draft above was created using the information available at the time the story first
emerged. We’ve since applied our fact-checking process to the final narrative, based on the criteria listed
below. The results are intended to help you assess the credibility of the piece and highlight any areas that may
warrant further investigation.
Freshness check
Score:
8
Notes:
The narrative references recent reports from LHH and Gallup, both released in July and April 2025, respectively. The earliest known publication date of similar content is July 9, 2025, when LHH released 'The Reinvention Imperative'. The report is based on a global study of 8,281 LHH Career Transition & Mobility candidates between January 2024 and March 2025. ([prnewswire.com](https://www.prnewswire.com/news-releases/lhh-global-report-finds-career-reinvention-is-inevitable-in-the-face-of-ai-transformation-302500702.html?utm_source=openai)) The Gallup report, 'State of the Global Workplace 2025', was released on April 23, 2025, and highlights a decline in global employee engagement from 23% to 21% in 2024, costing the world economy an estimated $438 billion in lost productivity. ([prnewswire.com](https://www.prnewswire.com/news-releases/global-employee-engagement-drops-for-only-the-second-time-in-12-years-costing-the-worlds-economy-us438-billion-302434901.html?utm_source=openai)) The narrative appears to be based on these reports, indicating a high freshness score. However, the use of recent data suggests that the content is not recycled. The inclusion of updated data alongside older material may justify a higher freshness score but should still be flagged. ([lhh.com](https://www.lhh.com/en-au/insights/the-reinvention-imperative-career-transformation-in-the-ai-era?utm_source=openai))
Quotes check
Score:
9
Notes:
The narrative includes direct quotes from the LHH and Gallup reports. The earliest known usage of these quotes is in the respective reports themselves, released in July and April 2025. No identical quotes appear in earlier material, indicating that the quotes are original to these reports. The wording of the quotes matches the original sources, with no variations found. Therefore, the quotes are verified as accurate and original.
Source reliability
Score:
10
Notes:
The narrative is based on reports from reputable organisations: LHH, a global integrated professional talent solutions provider, and Gallup, a well-known analytics and advisory company. Both organisations have established credibility in their respective fields, enhancing the reliability of the narrative.
Plausability check
Score:
9
Notes:
The claims made in the narrative align with the findings of the LHH and Gallup reports. The decline in global employee engagement and the impact of AI on career reinvention are consistent with the data presented in the reports. The narrative provides specific figures and dates that are corroborated by the original sources. The language and tone are consistent with professional reporting, and there are no signs of excessive or off-topic detail. The narrative does not include any surprising or impactful claims that are not covered elsewhere, and it lacks supporting detail from other reputable outlets. The structure and tone are appropriate for the topic and region.
Overall assessment
Verdict (FAIL, OPEN, PASS): PASS
Confidence (LOW, MEDIUM, HIGH): HIGH
Summary:
The narrative is based on recent, original reports from reputable organisations, with accurate quotes and consistent claims. There are no significant issues with freshness, originality, or plausibility. The sources are reliable, and the content is consistent with the data presented in the original reports.
