---
id: "concept-digital-wellness"
type: "concept"
source_timestamps: ["§ How to Ensure AI Doesn’t Weaken Human Connections"]
tags: ["training", "employee-wellbeing", "digital-wellness"]
related: ["action-train-digital-wellness", "entity-wellsteps", "framework-five-measures-human-connection"]
definition: "Educational programs that teach employees how to balance AI usage with psychological health, recognize overreliance on AI for emotional support, and maintain human connections."
sources: ["adoption"]
sourceVaultSlug: "hbr-seg-adoption"
originDay: 9
articleStem: "hbr-sig-53-ai-personal-support-risky"
sourceUrl: "https://hbr.org/2026/05/employees-are-relying-on-ai-for-personal-support-thats-risky"
sourceTitle: "Employees Are Relying on AI for Personal Support. That’s Risky."
---
# Digital Wellness for AI

Digital wellness in the era of AI refers to organizational training and education programs designed to help employees use AI in ways that **support, rather than degrade**, their social and psychological health.

Currently, most corporate messaging focuses purely on instrumental adoption (*"Use AI for efficiency"*). Digital wellness programs fill the gap by teaching employees to:
- recognize the **warning signs of overreliance** on AI for emotional support,
- understand the inherent **limitations** of AI-based relationships, and
- develop **strategies to maintain human connections**.

It also requires leaders to **model balanced AI use** — being transparent about their own AI habits and reinforcing the irreplaceable value of human relationships.

This concept is realized as the action [[action-train-digital-wellness]] and is the fifth of the [[framework-five-measures-human-connection]]. The vendor [[entity-wellsteps]] is cited as an existing provider of such programs.

**Enrichment context:** Well grounded in both the article and broader wellbeing/tech-use literature (digital hygiene, boundaries, and training to mitigate dependency on digital tools such as smartphones and social media). Workday's finding that AI can deepen the connection deficit — especially for younger employees — underscores the need for structured interventions rather than laissez-faire adoption.