Great Lakes Wire

The growing presence of artificial intelligence in the workplace is raising new questions for human resources professionals. According to Live Science, people are increasingly forming emotional bonds with AI assistants like Alexa, sometimes even falling in love or developing close friendships despite knowing that these systems are not real. This trend, known as anthropomorphism, refers to the tendency to attribute human qualities to non-human entities and may influence how employees interact with technology at work.

Recent survey data from design firm MOO shows that 84% of U.S. employees who use AI at work report feeling lonely. This rate is higher than the overall average of 79% of workers who feel isolated on the job, and it rises further among younger generations: 89% of Gen Z and 82% of Millennials experience increased loneliness.

Despite a preference for remote work, 76% of respondents said they are more productive in an office setting compared to working from home (61%). The survey also found that 65% of employees turn to technology before consulting colleagues—a practice called cognitive outsourcing. Millennials were most likely (71%) to seek help from AI first, while about half of Baby Boomers and Gen Z reported similar behavior. These findings align with Microsoft's Work Trend Index, which reports that nearly half (46%) of employees now view AI as a "thought partner" and use it more often to avoid interacting with coworkers.

As organizations address the emotional effects and isolation associated with AI adoption, HR departments must consider additional concerns such as privacy and policy compliance. There is a need for clear guidelines regarding confidential information shared within AI platforms and comprehensive training for both managers and staff.

Equal Employment Opportunity policies should also be updated to address situations where employees might use AI tools for harassment or inappropriate content creation. For example, authorities in Spain recently investigated a case where an individual used AI technology to create fake explicit images—a scenario that could potentially occur in workplaces elsewhere and result in legal consequences.

Content created by employees using AI on social media can also lead to disciplinary action if it crosses into harassment or threats—even though some speech may be protected under freedom of expression laws or labor regulations.

Additionally, requests for accommodations involving AI—such as providing constant access to chatbots for workers with anxiety or autism—present new challenges requiring interactive discussions between HR representatives and employees.

"AI has created a whole new world order for HR," wrote Anthony Kaylin on behalf of ASE, an SBAM-approved partner.

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