What to Say When People Don’t Trust AI at Work

Not everyone is excited about AI.

In fact, you’ve probably heard some version of this already:

• “I don’t trust it” 

• “It’s going to replace us”

• “I don’t see the point”

And when you hear that in the workplace, especially as an HR professional, you know it’s not just a tech problem—it’s a trust problem.

AI might be fast, impressive, and improving daily, but people still run the show. If they don’t believe in the tools or understand how to use them safely, they’ll ignore them—or worse, actively avoid them. That’s where HR steps in.

You’re the translator between technology and trust. It’s your role to help teams feel informed, included, and empowered—not blindsided. Don’t leave that to the IT team. It is an HR challenge to take on and that starts by knowing what to say when someone says “I’m not sure about this AI thing.”

This isn’t about convincing everyone to love the latest tool. It’s about opening a conversation that acknowledges uncertainty and points to possibility. And it turns out, one of the best ways to do that is with a thoughtful prompt—something Paul helps with every week.

When you use AI well yourself, you lead by example. You show your team that it’s not magic or mystery. AI is just a tool, and it works best when we know how to ask it the right questions. (Which, by the way, is exactly where better prompting starts.)

You don’t need to turn skeptics into superfans overnight. But you do need to give them a reason to lean in instead of opt out. That’s the new soft skill: AI fluency backed by trust-building dialogue.

Why HR Needs to Help Bridge the AI Trust Gap

1. Trust issues slow down adoption
If people don’t trust a tool, they won’t use it—or they’ll use it poorly. That leads to inconsistent results, failed rollouts, and wasted investment.

HR’s voice matters here. You set the tone for how tools are introduced and integrated, and you can frame AI as a partner, not a threat. A simple prompt, like “What are your top concerns about AI at work?” can open a space for real dialogue.

2. HR is responsible for shaping the employee experience
And AI is now part of that experience. From performance reviews to learning platforms to engagement surveys, AI is showing up, whether employees feel ready or not.

By stepping in with clear communication and practical use cases, HR helps normalize the presence of AI in daily work. It’s not about hype—it’s about giving people a better experience that feels supportive and transparent.

3. Confidence starts with competence
The more you understand how to use AI—especially how to prompt it effectively—the better positioned you are to teach and lead others. People trust what they understand, and they understand what’s been explained clearly, with relevance to their work.

That’s why practicing better prompts isn’t just for efficiency—it’s part of the trust equation. When you can explain how and why a tool works, people are more likely to follow your lead.

Takeaways:

1. AI hesitancy is normal. What matters is how HR responds to it.

2. Building trust in AI starts with clear, inclusive conversations.

3. Prompting is a teachable skill that builds confidence and reduces fear across the workforce.

Let’s lead with empathy, speak with clarity, and prompt with purpose. The trust you build today powers the adoption tomorrow.

📄 Prompt of the Week

Use this prompt to learn how to respond to AI hesitation and anxiety:

ROLE:
You are a communications and change management expert who understands how to tailor messaging based on audience concerns, trust levels, and organizational roles.

REQUEST:
Create tailored talking points for different workplace personas—employees, managers, and executives—who may be skeptical or resistant to AI adoption. These talking points should address common concerns in a supportive, practical tone and help build trust in AI as a workplace tool.

GOAL:
Equip HR professionals with audience-specific language that can be used in conversations, town halls, training sessions, or internal messaging. Encourage open dialogue while reinforcing the value of AI when used responsibly and transparently.
Help reduce fear and increase understanding through role-sensitive communication.

INSTRUCTIONS:
• Use our ###Company_Context as a basis for understanding.
• For each persona (employees, managers, executives), identify likely concerns or resistance points related to AI.
• Develop 3–5 talking points per persona that speak directly to their role, using clear, accessible language.
• Avoid technical jargon; instead, focus on real-world examples and reassurance grounded in trust, not hype.
• Keep tone professional, supportive, and solution-oriented.
• If possible, include one prompt-style question that each persona could ask AI to better understand its usefulness.
• Feel free to note assumptions or suggest ways these messages can be adapted for specific industries.

OUTPUT FORMAT:

1. Persona (title + key concern)

2. Talking Points (bullet list, 3–5 bullets)

3. Suggested AI Prompt for Exploration

4. Adaptation Notes (if applicable)

###Company_Context:

[Insert details about your organization or audience, such as industry, recent AI initiatives, or known concerns]

Want to learn more about building great prompts? Paul publishes a Prompt a Day newsletter on LinkedIn!

Click Here to subscribe and get a daily idea of how to create powerful and effective prompts across a variety of topics, both personal and professional.

UPDATE: We have over 3,000 subscribers! Join the group today.

🤩  The Fun Side of AI

Using AI doesn’t have to be all work. Here is a fun way to interact with AI.

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