Amazon’s CEO Andy Jassy recently told 350,000 employees that fewer of them would be needed in the future, thanks to AI. Other execs from Klarna to JP Morgan are saying the same. Publicly, openly, with zero tact.

That’s not leadership. That’s announcing a guillotine and calling it transparency.

We are living in a time when every offhand comment can spread in seconds. Which makes you wonder why CEOs are getting in front of microphones and podcasts talking about replacing people so callously, as if they are changing a pair of socks.

Companies mission statements are not spoken about enough to stick and resonate with consumers, but the average consumer knows that AI layoffs are coming. Being honest is one thing. But telling people their jobs are on the chopping block without offering a plan or path forward is not brave.

If your company is moving toward AI powered workflows, fine. But if you are going to stand up and say, “There will be fewer of you,” you better also be saying, “Here’s how we are going to support you in this transition.” That’s leadership.

AI leadership is more than transparency it is fairness and development

When it comes to AI leadership, many people are missing the mark because of their lack of communication skills and empathy. Leadership looks like this:

• Transparency with empathy: Being transparent is important but also explaining what this means for the organization, why it matters, and offer insight on how it will affect your employees.
• Development focus: Ask: What roles can we evolve? Who can we train or upskill?
• Fairness: Recognize that people are not one dimensional. Many have transferable skills they have not even been asked to use yet.

People are not machines. They are not just a headcount. They have multiple skills, histories, and talents. If those hired did not have value, they would not have been hired.

If you are a leader, your job is not just to slash and restructure. It is also to recognize potential and guide people through workforce transition. You say you value innovation, why not apply that thinking to how you handle your workforce.

Do not use AI as a scapegoat use it as a reason to lead better

Saying “AI can replace what you do” suggests a person can only do one thing. That is rarely true. Most people wear multiple hats whether their title says so or not. But you would not know if you never took the time to find out.

Before you announce AI layoffs, ask:

• What skills already exist on this team that we are underusing?
• How can we help people pivot into roles that AI cannot do?
• What new functions will emerge as we shift and who can grow into them?

Saying AI will “do more with less” does not make you visionary. Figuring out how to include your people in that new reality does.

Food For Thought

Announcing AI layoffs tied to technology is not bold, it is basic. Real leadership is figuring out how to move forward without leaving your people behind. That is not just good business, it is shows as a leader you are aware of the tools you have and you know how to maximize those tools.