Digital transformation is forcing us to rethink our work culture – how can we help older employees embrace robots?

Automation and artificial intelligence are no longer a promise for the future – they are today’s reality, changing work processes in all industries. This technological wave is also changing people’s attitudes towards their professional roles. February 2025 Eurobarometer data shows that more than 60% of Europeans have a positive view of robots and artificial intelligence at work, but an even larger proportion – 84% – are in favor of strict regulation of technology.

In the near future, Lithuanian society will become one of the oldest in the EU
The wave of robotization is changing not only technological processes, but also labor relations. An aging society and a declining number of young workers are forcing businesses to include older people in modern workplaces.

Psychotherapist Viktorija Bartkutė – Vyšniauskienė notes that older generations are concerned about becoming unnecessary.
“A person’s inner critic plays a very strong role: if I take on something, I have to do it right away, without mistakes. If it doesn’t work out right away, people get stuck and stop learning because they’re afraid of looking weak,” – explains the psychologist.

We want to help overcome psychological barriers
Fear of robotization often arises not from the technology itself, but from ignorance. As Raimonda Mačiulskienė, HR Manager at VMG Group notes, when employees do not know how technology works or what benefits it can bring, it is natural for them to feel anxious.

“When employees are given the opportunity to try, learn, and see how everything works, their fears disappear. This experience allows them to understand that involving people in the process not only reduces resistance but also strengthens their motivation. And it is motivation that is the link between personal development and the success of the organization,” – says R. Mačiulskienė.

She adds that the most important thing is to allow yourself to be in a state of uncertainty, to understand that learning is a process, not a one-time attempt. This approach is important not only for older employees, but also for the entire organization – after all, the ability to learn and change is the basis of every innovation.

According to the VMG Group’s HR Manager, older employees bring experience, responsibility, and patience to the team, while younger employees bring technological skills, creativity, and the courage to experiment. It has been observed that it is precisely this synergy that allows for the creation of stronger teams.

“When one colleague has decades of experience and another has the courage to experiment with new technologies, the results are excellent. The generations learn from each other – the older ones acquire technological skills, while the younger ones learn patience and a sense of responsibility,” – says R. Mačiulskienė.

Cooperation between different generations also has a psychological effect. According to V. Bartkutė – Vyšniauskienė, it reduces the stress caused by innovation and creates a sense of community.

“Older employees usually have more experience and self-control, while younger ones have more lightness and the ability to take risks. When both sides begin to see their strengths, true cooperation is born,” – says the psychotherapist.

The role of leaders: showing that robots are helpers, not competitors
Leaders play a crucial role in this transformation. They should not be “change enforcers,” but rather role models who show that technological solutions are not a threat, but an opportunity.

“Leaders must help people see that robots are helpers, not competitors. That mistakes are natural and learning is valuable,” – says the VMG HR Manager.