38% of employees would actually pick an AI manager over a human one

The appetite for AI leadership is grounded in some very practical frustrations. People are tired of bias, slow decisions, and far too many “gut feel” appraisals. AI managers, in theory, don’t play favourites. They’re consistent. Whether you’re applying for leave or seeking feedback, the rules don’t change based on your manager’s mood or the latest office drama. That promise of fairness and transparency, paired with the holy grail of instant answers,is a big deal in a world where time is always short.

But even as the conversation shifts, there’s an important reality check. Whenever employees hit a challenge that’s emotional, complex, or deeply personal, they still want (and need) a human touch. No matter how advanced, AI isn’t equipped to navigate a workplace conflict or talk someone through career uncertainty with genuine empathy. Nor do I think it should.

This is where the age gap becomes most obvious. Younger workers, raised on digital everything, are comfortable leaning on AI as a neutral, always-on resource, sometimes even preferring its absence of agenda. For senior employees, though, the wisdom and mentorship from an experienced leader remain irreplaceable.

The best future, in my view, isn’t about choosing sides. We don’t have to pick between code or compassion. The most effective teams will work with both. Let AI handle the repetitive, rules-based admin. Save the humans for the moments that call for nuance and heart.

AI managers aren’t going to transform the world overnight. What they can do is nudge us toward management that’s less about hierarchy and more about value, delivering speed when we need it, and humanity whenever it matters most. If we get this blend right, the workplace will end up more rewarding for everyone, no matter who (or what) signs off your leave request.

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