Owners ask this question about their own role as often as they ask it about their employees'. The honest answer requires an actual framework, not a gut feeling — here is a practical way to assess exposure across your whole team, including yourself.
A job title tells you almost nothing about AI exposure. Break every role in your business into its component tasks and rate each one for how repeatable and rules-based it is. A role that is 70% judgment calls and 30% repetitive reporting has very different exposure than a role that is the reverse, even if the two roles share a similar title.
Most roles will lose some tasks to AI without losing the position itself. Plan for this distinction explicitly: which tasks are likely to be automated in the next year, and what will the person in that role do with the time it frees up. Roles where every single task is automatable are rare — plan for the more common partial shift.
Once you know your exposure map, build a simple plan: which roles need reskilling investment now, which roles are likely to need fewer hours over time through attrition rather than layoffs, and which roles should you actually be hiring more of because AI is increasing demand for the judgment work around it.
Workforce planning in the AI era is not about predicting which jobs vanish. It is about deciding, deliberately, how your team's time gets reallocated as the tasks underneath each role change.
AI capability is moving fast enough that a workforce plan built once and left alone will be outdated within two quarters. Build a light review into your existing planning cadence — even a 30-minute check-in each quarter keeps you ahead of the shift instead of reacting to it.
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