How to upskill your team in AI—even if you're starting from scratch

AI is transforming work, but access to training is uneven. Learn how inclusive AI upskilling boosts productivity, confidence, and employee satisfaction.

AI is transforming the world of work—but not everyone is starting from the same place.

Some employees are flying ahead with 20+ hours of formalised AI training, saving over a working day a week and feeling more confident, competent, and energised in their roles. But others are left behind. Those without access to formal training are unsure where to start, uncertain who to ask, or afraid of what might happen if they use AI tools openly.

In our recent Digital Etiquette Report: Unlocking the AI gates, we surveyed 4,000 knowledge workers across the UK, US, Germany and Canada, and saw a stark divide in access, training, and confidence around AI. Whether it's income level, age, gender, or job role, too many employees miss the opportunity to grow their skills and improve their work. This is not because of capability but because of culture, access, and support.

If you're a team leader, HR professional or L&D manager, this matters. Because AI is no longer just a technical conversation—it's a people conversation. The way your organisation approaches AI enablement could determine not just productivity but also job satisfaction, retention, and long-term competitiveness.

In this post, we'll explore:

The proven ROI of AI training (with stats that might surprise you)
The risks of leaving some employees behind—and how to avoid them
What inclusive, psychologically safe AI upskilling looks like

What you can do today, even if your AI journey hasn't started yet.

Want to unlock those gates now?

Why AI training is the smartest investment you're not making (yet)

AI in all its forms is no longer confined to specialist teams or technical experts. It is increasingly integral to the work of knowledge professionals across industries—from marketing and project management to research and legal services.

However, the difference between AI as a productivity enhancer and AI as a source of confusion or anxiety often comes down to one factor: training.

Our survey reveals that employees who have had 20 or more hours of AI training in the past year are reclaiming an average of 11 hours per week. For others, the time saved is even more remarkable: 14% report saving more than 30 hours weekly. In contrast, those with minimal AI training—under one hour—see little benefit, saving less than an hour each week.

The impact extends beyond efficiency gains. Comprehensive training grows confidence and clarity around AI's role in the workplace:

76% of those with substantial training feel confident demonstrating the ROI of AI tools.
These employees are four times more likely to consider AI essential to their roles.
They also report higher levels of skill development, job satisfaction, and empowerment.

These findings echo broader industry insights. For example, a recent McKinsey report estimates that generative AI, combined with other automation technologies, could increase workforce productivity by as much as 3.4% annually—but this requires organisations to support their people with formalised training and change management.

Our research suggests that even before reaching full-scale AI adoption, meaningful investment in training can unlock substantial returns. Yet, many organisations continue to treat AI training as optional or unnecessary. The consequence is a widening divide: a confident minority who harness AI effectively, and a broader group left behind, opening the organisation up to very real risks.

The request for team managers, L&D leaders, and HR professionals is clear: prioritising AI training is fundamental to unlocking the technology's potential across an organisation.

Understand who is being left behind and what you can do about it

The benefits of AI at work are evident, but they don't reach everyone equally. Our research shows a striking pattern: employees on higher incomes are far more likely to receive AI tools and training than those on lower salaries. That means productivity gains, skill development, and job satisfaction are becoming concentrated among the few rather than distributed across the workforce, creating a greater divide and a skills and talent pipeline gap.

But here's the more critical point: team managers, HR leaders and anyone with a L&D capability can actively change this.

What's locking the AI gates to be locked?

There are a few reasons:

AI resources are often piloted in senior roles, where ROI is easier to track
Lower-income or junior employees may feel less confident asking for support
Training budgets may prioritise those already seen as "high performers" or "technical"

However, none of that means AI is less useful for the rest of the workforce, especially in administrative or early-career roles. In fact, these are often the roles with the most to gain from automation and augmentation. Understanding how to implement AI successfully can free up time for more strategic work, improve task quality, and build digital confidence, allowing entry-level employees to develop their networks.

Here's how to unlock the gates to AI

If you're serious about unlocking AI's full potential, here's what you can do right now:

1. Map where training is (and isn't) happening

Start with an audit. Who in your organisation has access to AI tools (theoretically, everyone with internet access does)? Who's had structured training? Look beyond job titles and focus on time spent, support provided, and actual outcomes.

2. Make AI training part of onboarding and continuous development

Don't wait until people ask. Build AI fundamentals into your team's development journey from day one, especially for teams that don't typically get access to innovation programs.

3. Normalise continuous learning and the adoption of AI

Fear of looking incompetent is a real blocker to people accessing training. And our research found that many younger employees worry they'll be penalised for using AI, even when it's encouraged. So remove the AI stigma!

4. Set clear expectations: AI is for everyone

If AI is only associated with senior or tech teams, others may assume it's not relevant or valuable in their roles. Change that narrative by:

Showcasing success stories from across pay bands and departments
Inviting junior staff and more women into AI projects and pilots
Setting org-wide goals for AI literacy, not just performance metrics

5. Don't just distribute tools, distribute time to learn

Many employees don't feel they can afford time to experiment and learn, even with access to tools; this isn't just about AI, it's about L&D in general, so build learning time into schedules, not just after-hours or "when there's time."

Organisations can avoid concentrating progress and productivity at the top by making AI training inclusive, intentional, and role-relevant. When more people understand how to use AI, more of your business will move faster, smarter, with greater confidence, and with fewer risks.

The time to act is now

It is not too late to consider your AI strategy. AI enablement is an evolving challenge, but you can harness its benefits today. Right now, most organisations are missing out on the value AI brings to teams by treating it as a future problem, assuming that teams will ask or upskill themselves if they spot a value add. But as our data revealed, without training, teams cannot harness or identify the value of AI.

The good news? You don't need a perfect roadmap to get started. You just need to take the first step and commit to making AI part of how your people grow, lead, and thrive at work.

Whether you're leading a team, shaping L&D strategy, or building an inclusive workplace, the message is clear: the organisations that invest in skills, not just software, will be the ones that adapt fastest, benefiting from increased productivity and happiness and bringing more of their people with them.

Not sure where to start with AI training?

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