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Efficiency. Efficiency. Metrics. These three words are often associated with technology in the workplace, and for good reason. According to the Deloitte 2023 Global Human Capital Trends study: over 90% business leaders recognize the paramount role of technology in improving work performance and team dynamics. However, despite all their benefits, we want to look at technology tools in the workplace from a different perspective. That is, how will technology help us bring out the humanity in our on a regular basis work?
This query is not rhetorical. We cannot afford to lose our humanity. Yes, we want technology, but only as an aid. Without living, respiratory people, no organization will have the opportunity to fully leverage any software, program or innovation.
In at the present time and age, when technological advances seem to occur every hour, far too many employers forget how vital it is to put people first and, consequently, forget that when you handle your employees, they may handle every part else.
Employers must start incorporating humanity into their technology today. After all, in the era of distant and hybrid work, worker isolation and disengagement can occur quickly. Technology can either increase feelings of loneliness and separation or bring employees together. It’s up to us as leaders to put more emphasis on people fairly than machines.
Building a culture that puts people first and has a positive impact on technology
After all, the world is changing. However, technology is not the only thing that is developing; people too. People deserve to be seen as a sustainable investment as much as hardware or software.
Where are you able to get began and find the intersection between your organization’s technology and the interpersonal relationships on your team? Look for places where you should use technology to improve people’s needs and experiences. It might appear to be this:
1. Find out what makes each team member stand out
Each team member has unique work style preferences. These are often more visible when employees and leaders work side by side. However, they are not at all times so clear in the case of virtual workgroups. Therefore, all leaders should work diligently to develop true, mutually respectful relationships with their direct reports.
Take communication. Understanding each team member’s unique communication preferences – from their preferred format similar to email, text or voice notes, to the frequency with which they need to be updated – is crucial in today’s hybrid work environment. Companies like Humantelligence are leading the way by leveraging technology adapt communication strategies with AI-based tools for more personalized team communication.
The essence of this solution is that leaders have never been able to adapt their message to the different personalities of employees as they’ll today. By acting consciously, leaders can enjoy stronger connections with their people and use technology solutions to help everyone grow to be each efficient and effective.
2. Create a space for old-fashioned “water cooler conversations”
For distant teams, in-person conversations often fall by the wayside. Instead of chalking it up to inevitability, create space at the starting of Teams or Zoom meetings to discuss what is going on on in everyone’s lives. Sacrificing five minutes of “family calls” for 55 minutes of “business calls” is a decent compromise. Or take a page from GitLab. They actively encourage latest employees to schedule virtual coffee chats with colleagues during onboarding promote informal communication.
In one-on-one conversations, the conversation could be equally personalized. Leaders should do not forget that one-on-one conversations are about the worker, not about him. Therefore, a dedicated program should focus on the worker, not the supervisor. Focusing on the worker’s needs promotes two-way dialogue. This also places some responsibility on the worker for managing the topics of conversation.
Remember: informal interactions can play a key role in building bonds between a team and an worker and leader. These “water cooler conversations” don’t at all times feel intuitive in the digital workplace, so they needs to be intentionally allowed. For example, we use a lot of text strings around our company, especially during our events. Sometimes things get silly and jokes are made between several people. Thanks to this, we have a great week and no one worries about the consequences of not focusing solely on production.
3. Host team sessions to talk about technology opportunities
Another technique for breaking down barriers in the workplace that make it difficult for team members to live in harmony with technology is to talk about digital transformation. Talking about it allows everyone to have a voice and build trust. This is especially vital considering this 54% of individuals they claim they have “no idea” how their company uses AI and that the lack of transparency is a real problem. It highlights the need for clear communication on how technologies similar to artificial intelligence are used and their impact on individual roles.
Technology, especially newer developments like artificial intelligence, can seem intimidating and scary. People may start to worry that they can be replaced if they do not perform 24/7. Your job is to show them that they could be human. Go for a walk. Step away from your desk and handle personal matters. Meet a friend. Focus on results versus time.
Machines don’t have to make ecological breaks, but additionally they won’t keep your organization competitive. With the right platforms, portals, devices and channels, your employees can perform their roles much more effectively without being dependent on the technology that serves them.
Imagine your workplace as a puzzle. Your people create the elements of the border. Without them, you’d never have the full picture, even if the interior space was filled with all the technology in the world.