The Plot Twist Nobody Saw Coming: Employees Using AI to Resign Before They’re Replaced

For decades, the story of workplace disruption has followed a familiar arc. New technology comes in, reshapes industries, and forces workers to adapt or risk losing their jobs. But today, we are seeing a twist no one expected: employees are not waiting for pink slips. Instead, they are resigning on their own terms, using the very same AI that companies once considered a threat to workers as a tool to scale side hustles into full-time careers.

According to new data from Yijin Hardware, the generative AI market is projected to hit $67.2 billion by 2025. That massive number isn’t just about corporate adoption. It reflects a groundswell of everyday workers cashing in on AI, transforming small side hustles into consistent monthly incomes ranging anywhere from $500 to $5,000. In some cases, the numbers are even higher. A former teacher, for example, now earns $7,200 a month building AI-powered course content.

This phenomenon is changing how people think about work. For some, AI represents freedom from bosses, burnout, and the fear of being laid off. For others, it sparks deep anxiety that their hard-won skills will be irrelevant in a world where AI can replace entire roles.

In my work at the Breakfast Leadership Network, I see this tension playing out daily: leaders struggling to retain employees, employees reevaluating loyalty, and a growing realization that the “future of work” isn’t a future at all—it’s happening right now.

Resigning Before the Pink Slip Arrives

One of the most striking insights from the conversation around AI careers is the shift in worker agency. Traditionally, people stayed in jobs until companies decided for them. But AI flips the script. As one online commenter put it, “Why work for a boss when I can use the same AI to make more money for myself?”

Workers are no longer passive participants in their career trajectory. They’re proactive, leveraging tools like ChatGPT and Midjourney to monetize creativity, streamline workflows, and build micro-businesses that rival their salaries. The creator economy, once limited to influencers and content makers, now expands to anyone who understands how to apply AI to a problem.

Still, there are skeptics. Another perspective warns: “If it’s advanced enough to take jobs and run your side hustle, people will just cut you out and use the AI for themselves.” The risk is real. When everyone has access to the same tools, differentiation becomes harder. This leads directly to the risks we’ll explore next.

The Risks of AI-Powered Careers

Like any opportunity, AI-driven entrepreneurship comes with significant risks. Gavin Yi, CEO of Yijin Hardware, has studied workplace technology trends for years. He points out that AI is unlike previous shifts because it simultaneously threatens jobs and empowers workers to create new ones.

But success in this space isn’t guaranteed. There are three main risks that anyone considering an AI career must face:

1. Income Instability

Unlike a steady paycheck, AI hustles can fluctuate wildly. One month might bring in $5,000 while the next dips to $500. This financial uncertainty can create stress equal to—or greater than—the stability issues employees hoped to escape.

2. Platform and Tool Dependency

Workers building businesses on AI platforms are at the mercy of those platforms. A single policy change at OpenAI or a new pricing structure on Midjourney could slash earnings overnight. The danger of dependency is real, and it calls for building diversified income streams.

3. Market Saturation

The speed at which AI hustles are multiplying means it’s harder than ever to stand out. With so many people generating similar content, artwork, or services, buyers face an overwhelming sea of sameness. Standing out requires creativity, branding, and personal trust—factors no AI can replicate.

For a deeper dive into balancing innovation with risk in the workplace, check out my article on burnout-proof strategies in the age of disruption.

Why Employers Should Pay Attention

From a leadership perspective, this shift presents a paradox. Companies are competing not only against rival organizations but also against their own employees, who now have the means to leave and create wealth independently.

Yi highlights this point well: “Companies that don’t adapt will end up not only competing to keep their best workers, but also competing against them.”

For employers, this is a wake-up call. If you’re not creating a culture that fosters growth, creativity, and autonomy, your employees will go elsewhere—or build something themselves. This aligns with broader HR data, such as Gallup’s findings that employee engagement and purpose-driven work are directly tied to retention. Employers who cling to outdated control-driven models will lose talent faster than ever before.

On the flip side, organizations that embrace AI, provide training, and empower employees to innovate inside the company can harness this energy instead of losing it. A great resource on how workplace culture shapes these decisions is my book Workplace Culture.

What This Means for Workers

For workers, the opportunity is clear: AI lowers the barrier to entry for entrepreneurship. You don’t need to be a programmer to launch a profitable AI-driven business. You just need to understand how to apply the tools in ways that solve real problems.

But here’s the caution: don’t mistake short-term wins for long-term stability. Side hustles fueled by AI should be treated as businesses, with the same discipline, customer focus, and financial planning as any other venture.

If you’re considering leaping, ask yourself:

• Am I diversifying my income beyond one platform?

• Do I have a plan for building community and trust, not just products?

• Am I managing my energy and avoiding burnout as I scale?

On that last point, I’ve written extensively about burnout recovery and prevention for entrepreneurs. The rush of excitement when starting an AI hustle is real, but without balance, it can lead to exhaustion just as quickly as any corporate job.

Conclusion: The Great Resignation, Rewritten

The “Great Resignation” of 2021 was about people leaving jobs in search of meaning and better conditions. This new wave is different. Employees aren’t just resigning; they’re using AI as the launchpad to independence.

The big question is not whether this trend will grow—it will—but whether organizations will evolve quickly enough to keep up. Leaders who ignore this shift may find themselves not only losing employees but also competing against them in the marketplace.

As we navigate this new reality, one thing is clear: AI is not simply replacing jobs. It’s rewriting the relationship between employer and employee, and giving workers a kind of agency they’ve never had before.