- Bridge to the future, but no road to get there – 44% use AI regularly yet confidence in tech and tools is falling drastically
- The training gap widens – 57% report no recent training or mentorship
- Job-hugging intensifies – 58% plan to stay put but 60% are still applying elsewhere
Worker confidence in AI use has plummeted by 18 percentage points since last year, according to new data from ManpowerGroup’s annual Global Talent Barometer. While 44% of workers now use AI regularly in their roles, confidence in using these tools dropped from 81% to just 63% this year.
Now in its third edition, the Global Talent Barometer examines employee sentiment across three indices comprised of twelve benchmarks, revealing what workers value most in a rapidly changing world of work. The overall UK score stands at 69% for 2026, down 2 points on last year, driven primarily by a fall in the Confidence Index, while overall Wellbeing and Job Satisfaction remain steady.
The Confidence Index results reveal a stark paradox: AI adoption is now mainstream, yet confidence in using tech and tools has seen an 18-point decline – the sharpest fall across all sentiment measures. Meanwhile, 57% of workers report no recent training and no mentorship, while career development sentiment has slipped to 75%, down 4 points year-on-year. The numbers point to a development gap: capability is advancing faster than preparedness. The bridge to the future is being built, but the road to reach it is unfinished.
Michael Stull, Managing Director, ManpowerGroup UK, says: “What we see in the UK is employers focused on productivity and cost control, and a belief that investment in AI will provide a silver bullet. Meanwhile, workers are being asked to keep pace with this new technology without the training and mentoring that make the new tools usable. It feels like a bridge to the future is being built at speed, but the road to reach it is missing. That’s why people are staying put but still applying elsewhere. Close the training gap, make career routes visible, and confidence will follow.
Stull continues: “A wider pattern is emerging as firms rush to turn AI pilots into value. New technology often arrives quickly, but benefits follow only when people have the time, skills and support to use it well. This is not a technology problem; it is a leadership calling. Leaders must close the gap between innovation and inclusion.”
Elsewhere in the report, the Job Satisfaction Index shows a workforce that is cautious yet restless. A majority plan to stay in role, yet many are still applying elsewhere. 58% intend to remain, while 60% are also applying. With many job moves stalled by the current macroeconomic climate, Gen Z in particular are supplementing their income, with 74% taking on part-time work, investing or running small businesses.
The Wellbeing Index underlines the pressure on capacity. Nearly two in three workers (61%) say they have recently experienced burnout and 47% report high daily stress. With many organisations pushing for productivity gains while controlling costs, these levels of strain are unlikely to ease without deliberate action, yet small steps to reduce workload pressure and improve day-to-day support can deliver real retention and hiring benefits.
The Confidence Index makes the core gap clear. Workers remain highly assured about the jobs they do today, with 92% confident in their current skills and experience. Confidence drops when it comes to using AI and advancing technology, where it stands at only 63%. The confidence gap is most pronounced in Gen X and Baby Boomers, where only 52% and 36% respectively say they are confident using these tools. Conversely, 58% of Gen Z workers report being concerned that their roles will be replaced by advancing technology in the next two years, versus only 25% of Baby Boomers. This suggests that anxiety around job security is not driven by skills and capability alone; while Gen Z feels more assured in utilising AI, they remain acutely aware that greater efficiency may lead to displacement.
The message for employers is straightforward. Equip people with targeted, role-relevant training so they can use AI with confidence. Put mentoring in place and make internal mobility visible so job hugging becomes progression, not inertia. Protect capacity and wellbeing so skills can stick. The technology is here and the workforce is ready to use it when the road is finished.
