In 2026, Polish companies will operate in conditions of permanent transformation, driven by two key forces: demographic change and the technological revolution. HR departments are being forced to redefine how they attract and retain top talent. The situation is further complicated by the fact that artificial intelligence has become a permanent feature of the workplace, pushing organizations to adapt to new models of human–machine collaboration. As a result, the labor market must adjust simultaneously to two major—yet fundamentally different—trends.
Is 60 the new 50?
Professional maturity is increasingly becoming a competitive advantage, although it is still often underestimated. Employees from the baby boomer generation combine experience, hard-earned professional judgment, and loyalty—qualities that are difficult to replace with younger talent alone. Demographics also work in their favor. At a time when more people are leaving the labor market than entering it, and when so-called silvers still feel fit and capable, this group is becoming both numerous and increasingly attractive from an employer’s perspective.
Their lifestyle is changing as well. According to CBOS, 66% of people over the age of 60 now use the internet and operate a computer, compared with just 30% a decade ago. Data from GUS show that one in seven retirees in Poland is still professionally active, and based on declarations made by older workers, this figure is expected to grow.
AI and humans: two forces that must be reconciled
Artificial intelligence is reshaping both the work environment and employees themselves. This is confirmed by monthly studies conducted by ADP in the United States among 30,000 employees. Workers who interact with AI on a daily basis already think differently about their skills and career prospects, which translates into a greater willingness to change employers. As many as 30% of such employees consider switching jobs, compared with 13% among those who never use AI at work.
Another area that requires close attention from employers is the impact of AI on team relationships. According to ADP research, 21% of employees who use AI almost every day report a strong sense of connection with their team. Interestingly, among those who work with AI only occasionally, that feeling is even more common, declared by 33% of respondents.
“Artificial intelligence at work is becoming a reliable colleague that instantly provides answers, ideas, and calculations. As a result, team relationships may suffer. There is less need for brainstorming sessions, informal conversations with colleagues from other departments, or spontaneous knowledge exchange. AI supports individual work—and that poses a challenge for employers, who need to recognize and mitigate the long-term consequences of this shift. Satisfaction with one’s team is a key factor in building engagement and overall job satisfaction. Without it, employees can start to feel like free agents, which explains their increased readiness to change jobs. One possible response to this trend is to place greater emphasis on silvers, for whom loyalty, stability, and team relationships are particularly important. These employees possess competencies that are rapidly disappearing from the market—and they are the ones who can teach them to us again,” says Anna Barbachowska, HR Director at ADP Polska.
Sources:
CBOS; GUS; Newseria; ManagerPlus.pl
