A global survey shows robot anxiety drops when people encounter robots in real life
Updated
March 13, 2026 2:25 PM
Ameca the humanoid robot, featuring a grey rubber face. PHOTO: ADOBE STOCK
People often assume robots make people uneasy everywhere. But a new global study suggests something more nuanced. Robot anxiety tends to be highest in places where people rarely see robots in real life. Where robots are more visible, attitudes are often far more positive. That insight comes from a global study by Hexagon AB, which surveyed 18,000 participants across nine major markets. The research explored how adults and children think about robots and how those views change depending on everyday exposure.
In the United Kingdom, anxiety about robots is the highest among the countries studied. Around 52% of adults say they feel worried that something might go wrong when they think about interacting with or working alongside robots. South Korea sits at the other end of the spectrum, with only 29% reporting similar concerns. One factor appears to explain much of the gap: familiarity.
British adults are among the least likely to have encountered robots in real life. Only about 30% say they have seen or used one. In contrast, countries where robots are more visible tend to report greater comfort. China offers the clearest example. Around 75% of adults there say they have seen or interacted with robots. At the same time, 81% say they feel excited about the technology’s future potential.
The study suggests that attitudes toward robots are not fixed. Instead, they shift depending on where people encounter them and what tasks they perform. When robots are seen solving clear, practical problems, confidence tends to rise.
Across the surveyed countries, adults report the highest comfort levels with robots working in factories and warehouses. Around 63% say they are comfortable with robots in those environments. These are settings where tasks are clearly defined and safety standards are well understood. Acceptance drops in more personal spaces. Only 46% say they feel comfortable with robots in the home, while comfort falls further to 39% when robots are imagined in classrooms.
In other words, context matters. People appear more willing to accept robots when they take on physically demanding or dangerous work. Half of the respondents say improved safety is one of the main advantages of robotics in those environments. A similar share point to productivity gains as another benefit. Another finding challenges a common assumption about public fears. Job loss is often described as the biggest concern surrounding robotics. But the study suggests security risk worries people more.
Around 51% of adults say their biggest concern about robots at work is the possibility that the machines could be hacked or misused. That fear outweighs worries about physical malfunction or injury, which stand at 41%. Concerns about being replaced at work appear at the same level.
For many respondents, the issue is not simply whether robots can perform tasks. It is whether the systems controlling them are secure. According to researchers involved in the study, these concerns reflect how people evaluate emerging technologies. Instead of having a single opinion about robotics, people tend to judge each situation individually.
A robot helping assemble products in a factory may feel acceptable. The same technology operating in more sensitive environments can raise different questions. Dr. Jim Everett, an associate professor in moral psychology, says trust in artificial intelligence and robotics is often misunderstood. People are not simply asking whether they trust the technology, he notes. They are thinking about specific tools performing specific roles.
A robot assisting in a classroom or helping in healthcare carries different expectations than an AI system used in defense or surveillance. Even though these technologies are often grouped together in public debates, people evaluate them differently depending on their purpose.
Finally, the study also highlights another important factor shaping public attitudes: experience. When people actually encounter robots, fear often declines. Michael Szollosy, a robotics researcher involved in the project, says reactions tend to change quickly when individuals meet a robot for the first time.
The idea of an autonomous machine can feel intimidating in theory. But when people see a small service robot or an industrial machine performing a straightforward task, the reaction is often much calmer. Exposure can shift perceptions from abstract fears to practical understanding.
That shift matters because robotics is moving steadily into everyday environments. From manufacturing and logistics to healthcare and public services, machines capable of autonomous or semi-autonomous work are becoming more common.
As that happens, the study suggests public confidence may depend less on technical breakthroughs and more on visibility and transparency. Burkhard Boeckem, chief technology officer at Hexagon AB, argues that trust grows when people understand what robots are designed to do and where their limits lie.
Anxiety tends to increase when systems feel invisible or poorly understood. Clear boundaries and clear explanations can have the opposite effect. When people see robots working safely alongside humans, performing well-defined tasks and operating within clear rules, the technology becomes easier to accept.
In that sense, the future of robotics may depend as much on public familiarity as on engineering. The machines themselves are advancing quickly. But the relationship between humans and robots is still being negotiated. For now, the study offers a simple insight: the more people encounter robots in everyday life, the less mysterious they become. And once the mystery fades, the conversation often changes from fear to curiosity.
Keep Reading
The new workplace literacy is here, and it’s digital.
Updated
January 8, 2026 6:36 PM
.jpg)
A group of office worker attending a presentation in a meeting room. PHOTO: UNSPLASH
The modern workplace is powered by technology, and success increasingly depends on how well employees can use it. Digital fluency—the ability to confidently and effectively use digital tools to achieve goals—is no longer a bonus skill; it’s a necessity. It goes beyond basic technical know-how, encompassing the ability to adapt to new technologies, integrate them into workflows, and use them to solve problems and drive innovation.
Yet, despite its importance, many organizations struggle to build digital fluency across their teams. Barriers such as limited access to technology, outdated training programs, resistance to change, and gaps in leadership support often stand in the way. These challenges can leave businesses lagging behind competitors who are better prepared to leverage the potential of the digital age.
Understanding and addressing these barriers is critical for creating a workforce that thrives in today’s fast-changing world. Below, we explore the key obstacles to digital fluency and provide actionable strategies to overcome them.
One of the challenges to digital fluency is the gap between the technology available and employees’ ability to use it effectively. Technology evolves rapidly, but many organizations lag behind in providing relevant, up-to-date training. Employees may receive a one-time introduction to new tools but lack ongoing opportunities to build confidence or master advanced features.
This issue is compounded by the fact that training often takes a one-size-fits-all approach, failing to address the diverse skill levels within a workforce. For example, while some employees may only need a basic overview of a tool, others may require in-depth knowledge to integrate it into their roles effectively. Without tailored and continuous training, even the most advanced tools can go under utilized, leading to frustration and resistance.
Even with proper training, employees may hesitate to adopt new technologies. Resistance to change is a deeply rooted challenge that goes beyond technical skills—it’s tied to fear of failure, skepticism about the value of new tools, or discomfort with disrupting existing workflows.
For example, employees who have been using the same systems for years may feel overwhelmed by the idea of learning something new. They may worry that new technologies will complicate their work rather than simplify it. In some cases, they may even feel their jobs are threatened by automation or digital tools.
This resistance isn’t limited to employees—it can also exist at the leadership level. If leaders themselves are hesitant to adopt new approaches, it creates a top-down culture that stifles innovation.
The lack of organizational alignment is another significant barrier. Digital tools often roll out unevenly across departments, leading to fragmented adoption. For instance, one team might embrace a new project management tool, while another continues to rely on spreadsheets. This inconsistency creates silos, disrupts collaboration, and makes it harder for organizations to achieve the full benefits of digital transformation.
Generational differences can further exacerbate this issue. Younger employees, who are often more comfortable with technology, may adopt new tools quickly, while older employees may struggle to keep up. This divide can lead to frustration on both sides and uneven levels of digital proficiency across the organization.
Leadership plays a critical role in driving digital transformation, but in many organizations, this support is inconsistent or absent. Some leaders fail to prioritize digital fluency as a strategic initiative, while others may not fully understand the tools themselves, making it difficult to set an example for their teams.
Without clear direction from leadership, employees may not see digital fluency as a priority. This lack of alignment can lead to half-hearted adoption, where technology is seen as an optional add-on rather than a fundamental part of the organization’s success.
These barriers don’t exist in isolation—they are deeply interconnected. For example, outdated training practices can fuel resistance to change, while fragmented adoption across teams is often a symptom of weak leadership support. Together, they create a cycle that limits an organization’s ability to adapt, innovate, and thrive in a fast-changing world.
Addressing these challenges is critical for building a workforce that is confident, capable, and ready to embrace the future. By breaking down these barriers, organizations can unlock the full potential of their teams and position themselves for long-term success.
Training should not be an afterthought or a one-time event—it must be a continuous and personalized process. Employees come with diverse skill levels, and a one-size-fits-all training program often fails to address these differences. Organizations should adopt a multi-pronged approach to training, offering workshops for hands-on learners, e-learning modules for self-paced learning, and one-on-one coaching for employees who need more targeted support.
For example, companies like AT&T have invested heavily in workforce retraining initiatives, providing employees with a structured path to build digital skills overtime. These programs not only improve employee confidence but also help organizations fully leverage their digital tools.
Moreover, training programs should evolve to keep up with technological advancements. Employees need regular refreshers to stay current, as even the most advanced tools can become obsolete or under utilized without proper guidance. By making training a core part of the organizational culture, companies can empower employees to adapt to new tools with ease and confidence.
Resistance to change is a major barrier to digital fluency, often fueled by employees’ fear of failure or inefficiency when using new tools. To address this, organizations should foster a culture where employees feel safe experimenting with technologies in low-stakes environments, such as “sandbox environments” that allow for practice without affecting real workflows. When employees are encouraged to test new tools and processes in a low-stakes environment, they become more comfortable with technology over time.
Recognizing and rewarding employees who embrace new tools or suggest innovative ways to use them reinforces this mindset. Early adopters can serve as champions for digital fluency, encouraging others to engage with and explore new technologies.
By normalizing experimentation, organizations can shift employees from resisting change to confidently adopting digital tools as opportunities for growth.
To avoid fragmented adoption, organizations must ensure that digital tools are implemented consistently across teams. This requires clear communication, cross-departmental collaboration, and alignment on how tools will be used to achieve shared goals.
Mentorship programs can help bridge generational divides, pairing younger employees with older colleagues to share knowledge and skills.
Leaders play a pivotal role in overcoming barriers to digital fluency. They don’t just drive the adoption of digital tools—they shape how employees perceive and engage with them. When leaders actively embrace technology, they demonstrate its value and set a standard for others to follow.
Leadership involvement must go beyond symbolic gestures. Employees are far more likely to adopt new tools or processes when they see their leaders using them effectively in day-to-day work. For example, a manager who uses a team collaboration platform to streamline communications or leverages data visualization tools in meetings signals the practical benefits of these technologies. This hands-on engagement builds trust and encourages others to follow suit.
Equally important is leaders’ ability to connect digital tools to broader organizational goals. Employees need to understand how these tools contribute to solving real problems, improving workflows, or driving innovation. When leaders clearly communicate the "why" behind digital initiatives, it helps employees see digital fluency as a shared mission rather than an abstract directive.
Digital fluency isn’t just about mastering tools—it’s about creating a workplace where adaptability, curiosity, and collaboration thrive. It’s about empowering employees to see technology not as a hurdle but as an opportunity to innovate, grow, and solve problems in new ways.
At its heart, digital fluency is a shared effort, requiring leaders who inspire, teams that align, and cultures that embrace experimentation and learning. When organizations commit to breaking down barriers—whether through better training, stronger leadership, or fostering collaboration—they unlock the full potential of their people and their tools.
The future belongs to organizations that don’t just adopt technology but embed it into their culture, enabling their teams to thrive in an ever-changing digital landscape. The question now is not whether we can keep up with change, but how far we can go when we embrace it fully.