According to the latest PwC study, there is a significant discrepancy between expectations of artificial intelligence and its actual use in German companies. Although almost half of employees (49%) are excited to see how AI will change their everyday working lives – and more than a quarter are even looking forward to it – less than half actually work with the relevant tools. Globally, this figure is 54%. Nearly 50,000 employees were surveyed for the “Global Workforce Hopes and Fears 2025” study.
Particularly striking is the low intensity of use – only 9% use generative AI daily, 15% weekly. The reasons for the cautious use are not a lack of technology, but a lack of skills, unclear use cases, and too little support from managers.
Those in Germany who already work with generative AI report significant improvements. 65% say that GenAI has improved the quality of their work, 58% have become more creative thanks to the technology, and 62% have increased their productivity. These positive experiences confirm last year's expectations: at that time, almost two-thirds of employees assumed that GenAI would make their working time more efficient in the following 12 months.
“Companies need learning and thinking spaces for the productive and responsible use of AI. Managers should promote a culture of curiosity and actively introduce their employees to AI use cases,” says Daniela Geretshuber, Chief People and Sustainability Officer and member of the management board at PwC Germany.
Digitalization does not feel manageable
The use of AI is part of a bigger picture: Companies and their employees are undergoing profound change. For the majority, technological changes (43%), new customer preferences (42%), and government regulation (41%) are the strongest drivers of change. In contrast, only 30% perceive the influence of climate change – a decline compared to 2024.
35% believe that they will have a major or very major influence on how technology changes their work over the next three years (global: 40%) – while 16% feel completely powerless. This suggests that technological transformation is not yet perceived as a shared, malleable process in many companies.
Enjoyment of work does not affect loyalty
Constant change leaves its mark – including on loyalty to the company. Despite the positive mood, there is a threat of significant talent mobility, which poses a long-term risk to innovation. Currently, more than three-quarters are proud of their job and 63% consider their tasks to be meaningful. In addition, 70% of employees enjoy their work – more than the global average (64%). This positive assessment has thus risen further compared to the previous year: in 2024, 62% said they were very or moderately satisfied.
However, it also shows that 22% of respondents are considering changing jobs in the next twelve months (global: 24%) and 24% are considering applying for new positions – the global average is 27%. “The mood is good, but loyalty continues to be put to the test. Despite a high level of identification with their own work, many employees are considering a change. Companies must take this dynamic seriously and find ways to strengthen loyalty – otherwise, valuable know-how is at risk of being lost,” says Till Lohmann, partner and Workforce Transformation Lead at PwC Germany.
There are many reasons for this willingness to change jobs. 41% of employees feel exhausted at least once a week, and just as many feel regularly overwhelmed. Added to this is a lack of financial recognition: only 37% of German employees received a pay rise last year – the global average was 43%. The importance of fair pay is confirmed by last year's figures: 87% of employees stated in 2024 that this is important to them – even more so than factors such as flexibility or a fulfilling job.
Trust as the key to a strong corporate culture
In addition to financial incentives, trust is a decisive lever for motivating and retaining employees—especially in times of rapid change. “Too much change with too little perspective leads to uncertainty. Those who do not invest specifically in further training and a strong corporate culture now risk losing valuable talent,” says Lohmann. It is crucial that managers explain the change, set a clear direction, actively promote development, and motivate their employees.
Many companies in Germany have already established a solid basis of trust with management: 63% of employees can speak openly with their direct manager (global: 59%). Trust in top management, on the other hand, has room for improvement: at 47%, it is below the global average (51%), and only 52% trust management to achieve the company's long-term goals.
There is also room for improvement in the culture of innovation: while 56% of employees worldwide feel confident about trying out new ideas in a team, the figure in Germany is only 51%. A culture of learning from mistakes is prevalent globally at 54%, but in Germany it is slightly less than half (49%).
Continuing education as a key strategic investment
Gaps are also evident in skills development, which is holding back potential. Only 55% of German employees have access to the learning and training resources they need – the global average is 59%. In addition, only 48% of employees acquired career-enhancing skills last year (global: 56%), and only 53% feel supported by their managers in developing their skills (global: 57%).
All in all, the majority of respondents (59%) are confident about the future of their own role in the company (global: 53%). “German employees are more optimistic than the global average,” says Geretshuber. “The task for managers is clear: we must translate the existing optimism into concrete empowerment – through a culture of curiosity and continuing education as a strategic investment in the future.”
Further information is available at www.pwc.de.
