Back to Human

Technology has connected us more than ever, but it’s also made us lonelier, less collaborative, and less human. How can leaders bring humanity back to the workplace?

1. Technology is eroding human relationships.

The rise of digital tools like social media and instant messaging has made it easier to connect with others, but it has also weakened the quality of those connections. People often substitute real-life interactions with online communication, which lacks the depth and emotional richness of face-to-face conversations. This shift has led to increased feelings of isolation and loneliness, especially among younger generations who spend the most time online.

Studies back this up. A 2004 University of Pittsburgh study found that spending just two hours a day on social media doubled the risk of social isolation. Similarly, research from the University of Houston in 2015 revealed that heavy Facebook users were more likely to experience depression, likely due to comparing themselves to the curated, idealized lives of others online. These trends show how technology, while convenient, can harm mental health and social bonds.

Strong relationships are essential for happiness and success, both personally and professionally. The Grant Study, which followed Harvard students for 75 years, found that the quality of relationships was the strongest predictor of life satisfaction. In the workplace, loneliness has been linked to poor performance, as shown in a 2017 Wharton Business School study. Leaders must recognize these challenges and work to foster genuine human connections.

Examples

• Social media use doubling the risk of isolation (University of Pittsburgh, 2004).
• Facebook use linked to depression (University of Houston, 2015).
• Grant Study showing relationships as the key to life satisfaction.

2. Fulfillment at work starts with relationships.

Human connection is at the heart of workplace fulfillment. Abraham Maslow’s hierarchy of needs highlights that after basic survival and safety, people crave belonging and love. This applies to the workplace, where strong relationships can make employees more engaged, productive, and innovative.

A 2006 Gallup poll found that employees with a best friend at work were seven times more likely to be engaged in their jobs. They also reported higher productivity and creativity. This makes sense—when people feel connected to their colleagues, they are more motivated and enjoy their work more. Leaders who prioritize relationships create happier, more effective teams.

To foster these connections, leaders should focus on personal interactions. For example, instead of relying on emails or instant messages, they can encourage face-to-face conversations. They should also take the time to understand their employees on a deeper level, learning about their goals, fears, and personal lives. This approach not only builds trust but also helps employees feel valued and supported.

Examples

• Maslow’s hierarchy of needs emphasizing belonging.
• Gallup poll showing employees with workplace friends are seven times more engaged.
• Leaders like Leor Radbil of Bain Capital valuing personal relationships at work.

3. Technology distracts more than it helps.

While technology has made communication faster, it has also created a constant stream of distractions. Office workers today face an overwhelming number of emails, messages, and notifications, which make it hard to focus on meaningful tasks. Studies show that the average worker receives over 100 emails daily, each requiring mental energy to process.

Professor Gloria Mark from UC Irvine has studied workplace distractions for years. In 2004, she found that workers switched tasks every three minutes. By 2014, this had dropped to less than a minute. This constant switching reduces productivity and makes it harder to complete important work. Technology, while efficient, often undermines deep focus.

To combat this, leaders can encourage employees to turn off notifications and set aside dedicated time for focused work. They can also promote prioritization over multitasking. Writing down daily priorities helps employees stay on track and avoid being pulled in too many directions.

Examples

• Workers receiving over 100 emails daily.
• Gloria Mark’s research showing attention spans dropping to under a minute.
• Turning off notifications to improve focus.

4. Diversity drives innovation.

Diverse teams bring fresh perspectives and ideas, which are essential for business success. However, many workplaces remain homogenous. For example, in Silicon Valley, Hispanics and African Americans make up just 5% of the workforce, and only 24% of senior business roles worldwide are held by women.

Homogeneity limits creativity and problem-solving. Facebook’s Vivek Raval explained that because their users are diverse, their workforce must also be diverse to understand and serve them effectively. Leaders who embrace diversity gain a competitive edge by fostering a wider range of ideas and solutions.

To build diverse teams, leaders should address unconscious bias in hiring. Instead of focusing on a candidate’s background, they can evaluate their ideas and problem-solving skills. Creating a safe space for employees to share their thoughts, such as through anonymous brainstorming, also encourages diverse viewpoints.

Examples

• Silicon Valley’s workforce being only 5% Hispanic and African American.
• Women holding just 24% of senior business roles globally.
• Facebook’s emphasis on diversity to serve its diverse user base.

5. Remote work weakens collaboration.

Remote work offers flexibility but often comes at the cost of collaboration and connection. Without face-to-face interactions, employees miss out on the spontaneous conversations and “watercooler moments” that spark creativity and build relationships. This lack of connection can hinder teamwork and innovation.

Even tech giants like Apple recognize the value of in-person collaboration. Their headquarters was designed to encourage employees to walk, talk, and connect. Research supports this: MIT’s Thomas J. Allen found that engineers who sat closer together were far more likely to communicate and collaborate.

Leaders can foster collaboration by creating opportunities for team members to connect, even in remote settings. Regular team-building exercises, open discussions about successes and challenges, and occasional in-person meetings can help bridge the gap.

Examples

• Apple’s headquarters designed for collaboration.
• Thomas J. Allen’s study on proximity and communication.
• Team-building exercises to strengthen remote teams.

6. Recognition matters more than money.

Employees crave recognition for their efforts, and personal acknowledgment often means more than financial rewards. A 2011 study by Maritz found that employees who feel consistently recognized are eleven times more likely to stay with their company.

Dan Ariely’s 2016 experiment at Intel showed that a simple compliment from a manager boosted productivity more than a cash bonus. This highlights the power of personal, human recognition in motivating employees.

Leaders can show appreciation in meaningful ways, such as publicly acknowledging achievements or writing personal thank-you notes. These small gestures can have a big impact on morale and performance.

Examples

• Maritz study showing recognized employees are eleven times more loyal.
• Dan Ariely’s experiment proving compliments outperform cash bonuses.
• Writing personal thank-you notes to show appreciation.

7. Empathy is a leadership superpower.

Empathy is often overlooked in the workplace, but it’s a powerful tool for building trust and loyalty. Employees who feel understood and supported by their leaders are more likely to stay engaged and perform well. A 2007 study by the Center for Creative Leadership found that empathetic leaders were strongly linked to higher job performance.

Elon Musk demonstrated empathy when he addressed worker safety issues at Tesla. He personally met with injured employees and even worked on the production line to understand their challenges. This kind of leadership fosters loyalty and respect.

Leaders can practice empathy by having open, face-to-face conversations with employees about their feelings and challenges. Asking questions like “How are you handling your workload?” shows genuine care and builds stronger relationships.

Examples

• Center for Creative Leadership study linking empathy to job performance.
• Elon Musk meeting with injured Tesla employees.
• Asking employees about their feelings to build trust.

8. Face-to-face communication is irreplaceable.

Digital tools can’t replicate the richness of in-person conversations. Body language, tone, and emotional cues are lost in emails and messages, making communication less effective. Leaders who prioritize face-to-face interactions build stronger connections and avoid misunderstandings.

For example, Chipotle’s Sam Worobec found that asking employees about their feelings in person led to better communication and teamwork. Research from Virginia Tech also shows that even having a phone on the table during a conversation reduces feelings of connection.

Leaders should make an effort to meet with employees in person whenever possible. Putting away phones during conversations can also help create a more meaningful connection.

Examples

• Chipotle’s Sam Worobec improving communication through face-to-face talks.
• Virginia Tech study on phones reducing connection.
• Prioritizing in-person meetings to strengthen relationships.

9. Leaders shape workplace culture.

Leaders set the tone for their teams. By modeling behaviors like empathy, collaboration, and recognition, they create a culture that values human connection. Employees take cues from their leaders, so it’s important to lead by example.

For instance, leaders who openly discuss their own challenges and successes encourage others to do the same. This creates a supportive environment where employees feel safe sharing their ideas and struggles.

Leaders can also involve employees in shaping the workplace. Asking for feedback on office design, team processes, or even snack options helps employees feel valued and invested in their work environment.

Examples

• Leaders modeling empathy to create a supportive culture.
• Open discussions about challenges fostering trust.
• Involving employees in decisions about the workplace.

Takeaways

1. Turn off notifications and set aside focused work time to combat distractions.
2. Recognize employees with personal gestures, like thank-you notes or public acknowledgments.
3. Foster empathy by asking employees about their feelings and challenges in face-to-face conversations.