McKinsey estimates that nearly 80% of companies use artificial intelligence (AI) in at least one area of their business. That’s a monumental change from just two years ago. Some companies using AI report productivity gains of up to ten times, but it’s also leading to new stressors for employees: anxiety over job loss, role ambiguity, pressure to produce more output, cognitive overload — and even burnout.

An AI study from the Upwork Research Institute reports that 71% of full-time employees feel burned out, with 65% struggling to meet increasing productivity demands and 77% reporting these tools add to their workload rather than alleviate it. Data from ActivTrak also suggests AI tools can lengthen the workday.

This disconnect creates an opportunity and a responsibility for learning and development (L&D) leaders. With thoughtful planning and training, L&D teams can help organizations shift the narrative around AI from one of pressure to one of relief. When introduced intentionally, AI can eliminate busy work, reduce decision fatigue and free up time for high-value, meaningful work. But that outcome depends on how AI is deployed and taught. Here are four steps to leveraging AI to combat employee burnout.

1.   Design AI Workflows That Reduce Stress

The first step is to identify where friction exists. Use qualitative employee feedback and AI-powered workforce analytics to uncover bottlenecks and repetitive burdens: excessive meetings, duplicative documentation, constant context switching, manual updates across tools and more. These insights reveal where AI can meaningfully streamline or replace steps.

Burnout isn’t always about too much work — sometimes it’s about the wrong kind of work. Employees often feel exhausted due to bureaucracy, boredom or a lack of impact. Research suggests that both workload and “red tape” can cause burnout; and that red tape also correlates with job boredom over time. Research from Forbes echoes this, noting that boredom can be just as damaging or worse than burnout, leading to disengagement and turnover.

When applied thoughtfully, AI can reduce those stressors. Automating repetitive or low-value work, such as form-filling, status updates or information retrieval, can give employees more time to focus on tasks that energize and engage them. AI-powered workforce analytics tools can also flag early signs of burnout, such as excessive overtime, few breaks or workload imbalances. With training, managers can use these insights to start meaningful conversations and make adjustments before burnout takes root.

2.   Reframe AI for Relief Over Raw Output

Once the right tools are in place, the next step is to shift how AI is positioned to employees. AI shouldn’t be seen as just another way to speed up output but instead should be framed as a means to make work less exhausting and more sustainable. Share AI success stories and “before and after” employee use cases that demonstrate relief from repetitive tasks such as data entry, report generation and routine customer inquiries. Examples can include:

• A sales rep used ChatGPT to rewrite technical product specs as simplified customer emails, accelerating communication while boosting engagement and response rates.
• A solutions engineer used Notion AI to autofill and personalize quick start guides for clients, saving two hours per client.
• A marketing team member used Otter.ai to automatically transcribe and summarize all meetings, saving three to five hours/week and leaving more time for focused work.
• A workforce manager used Reclaim AI to auto-block time for one on ones, strategic planning and uninterrupted focus — protecting deep work time and improving team productivity.

These examples demonstrate that AI isn’t about doing more work in the same amount of time — it’s about doing the right work with less friction. When employees spend more time using their strengths and less time on repetitive tasks, job satisfaction and motivation increase — and burnout risk drops.

3.   Build AI Fluency

To build digital fluency, design training around departments and roles and with specific tools and tasks in mind. Start by rolling out short, hands-on sessions that show employees how to use AI for one specific task.

Identify early adopters and empower them to mentor and train peers. These “AI champions” can host quick demos and Q&A sessions, or be available to answer questions. Identify team members who need more support and coach them individually if needed.

Encourage knowledge-sharing by setting up forums where team members can share and ask questions through a dedicated Slack channel. You can also host a bi-weekly drop-in to share wins, troubleshoot challenges and normalize experimentation. Making AI training approachable and social can also support company team-building and culture. For example, employees could gain recognition or awards for the most innovative AI use cases.

4.   Shift the Narrative: From Cost-Cutting to Capacity-Building

While some executives view AI as a way to cut costs by reducing headcount, many front-line managers see it as a way to amplify their teams’ capacity — essentially gaining the equivalent of extra headcount without extra budget.

In environments where hiring is frozen or budgets are tight, AI can become a force multiplier, helping teams hit stretch goals without sacrificing well-being. A manager who automates 30% of administrative tasks isn’t replacing someone — they’re giving them more time to collaborate, create and solve.

But beyond capacity, AI can also become a source of pride. Employees who see their organization investing in modern tools and upskilling initiatives can feel like they’re part of something valuable and future-focused. It signals that the company and its people are evolving.

This pride contributes to a sense of innovation, continuous learning and relevance, factors that can boost morale and help attract and retain top talent. When AI training is framed not as a top-down mandate, but instead as a personal and professional growth opportunity, employees can be more likely to embrace and apply it meaningfully.

Beyond Performance: Unlocking Human Potential With AI

AI’s potential to transform work is undeniable, but its impact depends entirely on how it’s introduced, taught and supported. In an age of accelerating demands, helping people do their best work sustainably is critical for employee well-being and long-term organizational health. For savvy L&D leaders, AI implemented wisely can be a key ally in that mission.