By Polly Berwick 

Artificial intelligence (AI) is transforming work at lightning speed. But an overlooked question is: how does it feel to work with AI?

Two recent studies shed light on the answer:

• Valtonen et al. (2025) in the Journal of Business Research
  
  
• Forrester (2024), Ground Your Workforce AI Strategy in Human Experience
  
  

Both studies converge on one truth: AI can only support wellbeing if it’s introduced with the human experience (emotional intelligence) at its centre.

What the Research Shows

Valtonen et al. (2025) surveyed 207 organisations in Finland to test whether AI adoption improves employee wellbeing. The study found:

• AI adoption by itself does not directly improve wellbeing.
   
• Wellbeing improves only when AI enhances task optimisation (reducing repetitive work, supporting decision-making) and safety and security (physical, psychological, and data-related).
  
  
• Larger organisations were less likely to report wellbeing gains, suggesting that scale complicates AI integration (Valtonen et al., 2025).
  
  

Forrester (2024) examined how companies are structuring their AI strategies. They found that many organisations focus narrowly on efficiency and cost savings, overlooking the employee experience. Their recommendation is clear: anchor AI in the human experience, where trust, empowerment, and psychological safety are prioritised as much as productivity (Forrester, 2024).

The overlap between these studies is striking. Technology alone does not determine wellbeing, what matters is how it reshapes daily work and how employees feel in the process.

The Human Side

One of our clients shared the following reflection during coaching, which captures this paradox:

“I sometimes feel as though I might get caught out, as though people will realise I’m somehow cheating or no good at my job without AI. I feel less accomplished because of my use of AI. I feel a bit embarrassed. Even though logically I know it’s been great for me as a dyslexic. It does the bits I found difficult, but still allows me to be creative.”

AI can be a lifeline, leveling the playing field and freeing space for creativity. Yet at the same time, it can stir up imposter syndrome and feelings of inadequacy.

The technology itself is neutral. It’s our emotional experience of AI that decides whether it harms or heals.

Where Emotional Intelligence (EQ) Fits In

This is where EQ becomes the critical missing piece. Emotional intelligence helps employees and leaders navigate the psychological side of AI adoption:

• Awareness: Noticing when inner narratives (“I’m cheating”) begin to spiral.
  
  
• Reframing: Shifting the story to “I’m adapting” or “I’m amplifying my strengths with support.”
  
  
• Connection: Building cultures where employees can voice doubts without fear of judgement.
  
  
• Regulation: Helping nervous systems feel safe, so employees can approach AI with confidence rather than anxiety.
  
  

Without EQ, AI risks becoming another source of stress. With EQ, AI becomes a resource for resilience, creativity, and growth.

Why EQ Matters More Than Ever in the Age of AI

As AI becomes more capable, emotional intelligence isn’t just a “nice-to-have”, it’s becoming the core skill of the future.

Microsoft CEO Satya Nadella recently called empathy a “workplace superpower” in the age of AI, saying:

“IQ without EQ is just a waste of IQ.”

We couldn’t agree more! As AI takes on more technical and analytical work, what remains distinctly human (empathy, creativity, intuition, and connection) becomes even more valuable.

EQ allows leaders to create psychological safety, the foundation for innovation and collaboration. It enables teams to navigate uncertainty with trust. And it ensures that technology doesn’t replace our humanity but instead enhances it.

Empathy fuels collaboration.
Self-awareness fosters adaptability.
Emotional regulation builds trust and stability in change.

In a world increasingly powered by algorithms, emotional intelligence is what keeps us human: grounding us in purpose, compassion, and connection when everything else is evolving.

Conclusion

• Valtonen et al. (2025) show that AI affects wellbeing indirectly, through task optimisation and safety.
• Forrester (2024) argues that AI strategies succeed only when they are grounded in human experience rather than efficiency alone.
• Nadella’s (2025) reflection reminds us that as technology gets smarter, empathy and emotional intelligence become the true differentiators of effective leadership.
• From Unaggi’s perspective, emotional intelligence is the bridge that allows employees to integrate new tools without losing their confidence, creativity, or sense of self.
  
  

AI will always change the tasks. EQ decides whether people feel diminished, or deeply supported by that change.

References

• Valtonen, A., Saunila, M., Ukko, J., Treves, N., & Ritala, P. (2025). AI and employee wellbeing in the workplace: An empirical study. Journal of Business Research, 199, 115584. https://doi.org/10.1016/j.jbusres.2025.115584
  
• Forrester (2024). Ground Your Workforce AI Strategy in Human Experience. Forrester Research, Inc. https://www.nice.com/lps/forrester-workforce-ai-strategy?utm_campaign=NL_Q225_EN_PLT_GLOB_251293_CLP_Forrester-Ground-AI-Strategy-Human-Experience
• Tecotzky, A. (2025, December 1). Microsoft CEO Satya Nadella says empathy is a workplace superpower in the age of AI: “IQ without EQ, it’s just a waste.” Business Insider. https://www.businessinsider.com/microsoft-ceo-satya-nadella-empathy-eq-workplace-superpower-ai-2025-12