AI will cost jobs, lots of them. Stop lying about it.

This week at TelecomTV’s DSP Leaders World Forum, the panels will buzz with talk of artificial intelligence (AI)—transformation, innovation, the future of networks. But underneath the excitement, a familiar lie will echo through the halls: “AI won’t take jobs.”

Telco execs will use all the usual euphemisms:

• “We’re augmenting human capabilities.”
• “This is about efficiency, not elimination.”
• “Our people are our greatest asset.”

They’ll avoid talking about headcount reductions, because no one wants to be That Guy.

Bill Lumbergh, aka “That Guy,” from Office Space, 1999.

But let’s stop pretending. Every executive in that room has seen the McKinsey decks and run the Goldman Sachs numbers. They know AI will eliminate thousands of jobs—from network operations to customer service to billing. They just haven’t figured out how to say it out loud.

Lying to your people about AI’s impact isn’t just dishonest. It’s weak, short-sighted, and counterproductive. So stop doing it.

The elephant in the room

Let’s look at the facts:

• Goldman Sachs says AI could affect 300 million full-time jobs globally, automating 25% of current work tasks in the U.S. and Europe.
• McKinsey estimates up to 30% of hours worked today could be automated by 2030.
• The World Economic Forum expects 83 million jobs to be eliminated globally in just five years.
• Foundry reports that 53% of IT leaders expect AI to drive workforce reductions.

What about telco? I believe the impact will be even bigger—easily 40% or more. We’re built on systems, processes, and data: exactly what AI devours.

Customer interactions, network monitoring, billing, provisioning, service activation—these are already software-driven and digital. AI can optimize or eliminate them entirely. Even physical infrastructure is increasingly managed through predictive, AI-powered tools. Regulation won’t save jobs. It just adds complexity to how we automate.

Everyone inside your company can see what’s coming.

They’ve watched Deutsche Telekom’s Frag Magenta chatbot replace agents. They’ve seen AT&T use AI to prevent outages that once required full-time monitoring. They know Telefónica’s automation isn’t “supporting” people—it’s replacing them.

So when you get up and pretend AI won’t cost jobs, your people don’t believe you. They know better. And they lose trust in you as a leader.

Why lying backfires

Since 2009, I’ve worked as a turnaround CEO. And everyone knows that turnarounds start with one thing: firing people. I’ve let go of more than 10,000 employees across the US, UK, France, Germany, Croatia, India, Brazil, Australia, and Japan. I’ve managed transformations under some of the toughest labor laws out there.

I’ve seen what happens when you lie to employees to “keep morale high” during change. Leaders convince themselves they need everyone “on board” for transformation, so they sugarcoat reality or delay tough conversations. They think it protects the company.

It doesn’t.

What really happens is that your best people—the ones you need most—see through your spin. They know what’s coming. And instead of sticking around, they update their LinkedIn profiles, start taking interviews, and move on.

The people who stay are naive, checked out, or have nowhere else to go.

Congratulations! You’ve just brain-drained your organization.

Start with the truth

You want to win in the AI era? Stop insulting your employees’ intelligence and tell them the truth. Tell them AI is going to fundamentally change how we operate. Some roles will be eliminated. We’re going to be transparent, give you time, and invest in retraining. Some of you will build careers here in new AI-enabled roles. Others will take these valuable skills elsewhere. Either way, we’ll help you prepare for the future.

Sounds terrifying? It’s not. It’s leadership.

I’ve told employees their exit dates a year in advance and watched them keep working productively to the very end. Why? Because I treated them like adults. I respected them enough to be honest.

And they returned that respect. They trained their replacements. They stayed engaged. They left with dignity—and even gratitude.

The alternative is lying until the last possible moment, then springing Friday afternoon layoffs. That approach creates fear, chaos, and resentment. And any strong performers you have left see how you’ve treated this group and assume that’s what’s coming for them.

It feels terrible, wrecks your culture, and poisons your transformation.

Lead with honesty

Here’s how to do it right:

1. Tell it like it is

Follow BT’s example—but go further. BT announced that 10,000 roles would be replaced by AI by 2030. That’s a start. Now put specifics behind your roadmap. Who’s affected? When? Help people plan their lives. You’d want that for yourself, wouldn’t you?

2. Start training everyone

Don’t wait for AI systems to go live. Launch training programs immediately. Make your people AI-literate. Help them understand how roles and processes will change in the AI future. Start building followership and excitement NOW.

3. Create visible AI champions

Highlight the people embracing change. Promote them. Give them new titles. Show everyone that adapting is rewarded. It shows you’re serious, and you’re walking the talk.

4. Use transparency as a retention tool

Tell people early. Give them long runways. Respect their time and talent. If you do, they’ll stay and help you transition. I promise.

5. Don’t hide the transformation—involve your people

Too many leaders design AI in a lab and roll it out once it’s “ready.” They treat it like a secret project, then spring it on the organization.

That’s not leadership. That’s cowardice.

You need your workforce to gain experience with how AI is reshaping work. Involve them in pilots. Let them experiment. Use your team as the lab.

Because when you hide the change, you miss the opportunity to find your natural AI champions—and when the rollout comes, your people feel blindsided, not empowered.

Time to lead

Your employees aren’t clueless. They know what AI is doing, and what it means for their jobs. By not saying it out loud, you’re not protecting them. You’re pretending it’s not happening. But the truth doesn’t disappear because you ignore it. Help your team get ready for the inevitable future and start preparing them today. 

Be transparent. Be honest. Treat people like adults. When you do, something surprising happens:

• You build trust.
• You gain credibility.
• And your transformation moves faster—because everyone understands what it means for them.

We are in the middle of one of the biggest technology transformations of our lives. There’s no turning back. Euphemisms won’t soften the blow. Telling the truth is hard. But it’s also what visionary leadership looks like.

So stop pretending. And start leading.

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