HR Leaders Urged to Drive AI Adoption as Managers Lead but Staff Lag Behind

Gartner is urging chief human resource officers to take a more active role in driving AI adoption across organizations, warning that employees are significantly lagging behind managers in embracing artificial intelligence tools.

According to the consultancy's July 2025 survey of nearly 3,000 employees, 46 percent of managers are already experimenting with AI to improve their work, compared to just 26 percent of employees. A separate survey found that only 14 percent of managers reported facing no challenges when encouraging their teams to use AI.

This gap between managerial enthusiasm and employee adoption has led Gartner to conclude that CHROs have relied too heavily on employees to voluntarily integrate AI tools into their daily workflows. The firm argues that successful AI implementation requires more than just providing access to technology—it demands comprehensive change management.

Carmen von Rohr, senior principal in Gartner's HR practice, emphasizes that AI adoption is fundamentally different from previous technology rollouts. "More than any prior technology, AI implementation requires change management," Gartner states in its report "Guide Managers to Effectively Integrate AI Into Employees' Work."

The consultancy warns that rushed implementation of AI tools can create "operational and emotional resistance" among employees. This resistance mirrors other workplace scenarios where employees feel threatened by technological change, such as when IT professionals are asked to train overseas replacements.

Public sentiment adds another layer of complexity. A recent Data for Progress poll found that 46 percent of US voters believe AI will hurt the economy, suggesting that employee skepticism may be rooted in broader societal concerns about automation and job security.

To address these challenges, Gartner recommends that HR leaders focus on several key areas:

• Supporting managers in understanding the organizational change required for AI adoption
• Preparing managers for potential emotional resistance from employees
• Improving communication with senior leaders who may have unrealistic expectations about AI's immediate benefits
• Clarifying how productivity gains from AI should be allocated within organizations

The last point is particularly pressing, as Gartner's research reveals a disconnect between HR leaders and managers about how to use time saved through AI tools. While 55 percent of HR leaders prefer to apply saved time to projects outside core job roles, only 28 percent of managers share this view.

This disagreement comes as the majority of CEOs still haven't seen a return on their AI investments. Compounding the problem, only 7 percent of organizations offer any guidance about how employees should use time savings derived from AI tools.

Gartner's recommendations suggest that successful AI adoption requires HR leaders to act as mediators between senior leadership's expectations and employees' practical needs. This includes developing training programs tailored to different teams, creating clear communication strategies about AI's role in the organization, and establishing policies for how productivity gains will be distributed.

The consultancy's findings highlight a critical truth about workplace technology adoption: even the most powerful tools won't transform organizations if employees aren't willing or able to use them effectively. As companies continue to invest heavily in AI capabilities, the human element—supported by strategic HR leadership—may prove to be the deciding factor in whether these investments deliver meaningful returns.

For organizations struggling with AI adoption, the message is clear: technology alone isn't enough. Success requires thoughtful change management, clear communication about benefits and expectations, and policies that address employee concerns about job security and workload redistribution. Without these elements, even the most sophisticated AI tools risk becoming expensive shelfware rather than transformative workplace assets.

As AI continues to reshape the business landscape, HR leaders may find themselves playing a crucial role not just in managing people, but in managing the transition to an AI-enhanced future of work.