There’s a new kind of workplace anxiety showing up in 2026 planning conversations. And it’s not subtle.
It has a name: FOBO.
Diana defines FOBO as “fear of being obsolete.”
And she says many employees are feeling it right now—especially as they watch layoffs, headlines, and rapid changes in how work is getting done.
If you lead people, FOBO isn’t just “employee stress.” It can quickly turn into:
- lower engagement
- avoidance of new tools
- higher turnover
- skills gaps that widen month after month
The goal isn’t to force people to love AI. The goal is to help your team move from fear to forward motion.
What FOBO looks like in real life
FOBO shows up as:
- “I’m not touching AI because I don’t trust it.”
- “I don’t want to learn this—what’s the point?”
- “If I’m not the fastest, I’ll be replaced.”
Diana calls out that some employees feel intimidated, even angry, and avoid AI because they fear it will replace them.
Avoidance is understandable. But it’s risky—for employees and employers.
Reframe AI: from replacement to growth
Diana offers a leadership mindset shift: AI can be an opportunity to grow without adding additional bodies, by using tools to become more efficient and effective.
That’s an important reframe for FOBO.
Instead of:
“AI is coming for your job.”
Try:
“AI can remove busywork so your skills matter more.”
When people see AI as support, they’re more willing to learn.
Retention insight: your best people are often promoted from within
One of Diana’s strongest points is retention-focused:
She says 80% (or a little over 80%) of high-performing employees are people promoted internally, not hired externally.
That’s why FOBO matters. If you ignore the fear, you risk losing the exact people you should be building around.
Reskill vs. upskill: the two words that belong in your 2026 plan
Diana calls out reskill and upskill as two key themes to think about for 2026.
Here’s a simple way to explain them:
- Upskill: deepen ability in a current role (ex: payroll specialist learns new HRIS tools)
- Reskill: shift into a new skill set (ex: admin moves into recruiting coordination + ATS workflows)
The point isn’t to “replace humans with AI.” The point is to build humans who can work with AI.
Skills-based hiring is rising
Diana also notes a shift toward a skills-based model, where organizations care less about degrees or certifications and more about what skills a person can offer.
That’s helpful for FOBO conversations because it gives employees a path forward:
“You don’t have to be perfect. You do have to keep building skills.”
Keep it human-led (this reduces fear fast)
Diana’s line is simple and reassuring: AI doesn’t replace the human element.
In plain terms:
- AI can draft
- AI can summarize
- AI can organize
- Humans still lead
She calls it “AI operations, but human-led.”
When employees hear that leadership is committed to human-led decisions, FOBO drops.
A simple manager script for FOBO conversations
Here’s wording leaders can use:
- “AI isn’t here to replace you. We’re using it to remove busywork.”
- “We’re investing in your skills this year.”
- “We’ll learn together—small steps.”
- “Your judgment, relationships, and communication still matter.”
That messaging aligns with Diana’s encouragement to “jump in” so people don’t fall behind.
FOBO action plan for 2026 (quick and doable)
- Pick 1 tool + 1 workflow to practice for 30 days
- Create a learning buddy system (no one learns alone)
- Celebrate progress, not perfection
- Build reskill/upskill paths for your top performers
- Repeat the “human-led” message in every rollout
FAQ: FOBO and the fear of being obsolete
What does FOBO stand for?
FOBO means “fear of being obsolete.”
How do I keep employees from panicking about AI?
Name the fear, explain the purpose, and show training + support. Emphasize human-led decisions.
Should I replace roles with AI?
Diana encourages leaders not to rush to replace people and instead look at upskilling and reskilling first.
Call to action
If FOBO is showing up in your workplace, you don’t need a “motivational speech.” You need a plan—training, communication, and HR support that helps your people grow.
My HR Pros can help you build a reskilling/upskilling approach that supports retention while you modernize. Contact us today!