Humanizing the Work: Adopting a Human-Centric Culture

The workforce today is different from the one that existed before the pandemic. With the changing shape and nature of work, employers are re-examining the role of humans in the workplace. Experts predict that by 2030, industries will lose 30% of today’s jobs to automation.

As businesses begin to evaluate the impact of the disruption, the things in the workplace with which we are familiar are shifting fast. Moreover, talent management cannot live within its silo. You must consider your employees as the focal point, “heart of the organization”.

The Future of Work is Human

What innovative elements of the workforce in the hybrid era that leaders must focus on as they rethink and create the post-pandemic workplace? A panel of expert HR professionals across industrial sectors discussed the priority areas for leaders and organizations when rethinking work, the workforce, and the future workplace. To humanize the future of work as organizations, it is imperative that we:

  1. Redesign work

It is high time to define new future work aspirations and outcomes. Moreover, as leaders, we must focus on the “art of the possible” for what we can achieve using technology to enable and elevate human capabilities.

  1. Unleash the workforce

As organizational leaders, we must challenge how we think about the workforce and use technology to unleash human potential within and beyond the organization.

  1. Adapt the workplace

You must recognize the organizational and cultural shifts that demand expanding the work environment. It includes the ecosystem of the workplace and the expectations around how to collaborate, engage and relate to each other.

How to Adapt to the Future of Work?

Changing how you think and act to match the future of work might seem daunting. However, it only takes some steps to evolve and stay ahead of the changing future instead of getting disrupted. Adopting the future of work includes:

  1. Challenging assumptions

Leaders need to start looking at things from a new perspective. The work isn’t complete once you have made the changes. Go back to the beginning to rechallenge assumptions. Check whether the changes add value and prepare your organization and employees for the future of work.

  1. Create a team to lead the effort

Establish a team to evaluate the possibilities and discover new solutions to the existing problems. You can implement within an organization as employees work together to make changes or individually as you lead your effort to challenge the status quo.

  1. Define your future of work

Consider your findings and new ideas in shaping the future of work. The future of work is not stagnant but rather something you can shape and design. Think about how you hope to communicate, innovate, and work.

  1. Communicate your future work

Share your ideas with your organization. It helps everyone to get on board and your network. Allow people to understand how things are changing and why they matter. Share the vision with people around you and get their input.

  1. Empower the employees

Encourage your employees to test ideas and design their future of work. People on the frontlines often have the best ideas for adapting and evolving to lead change and stay relevant.

  1. Implement the change

Explore what did and didn’t work from the employees’ experience and apply the best innovative ideas to the rest of the organization. Get everyone on board with the vision and the new mindsets and processes to make it a reality.


Adapting the future of work is a continual process. When you work through the above steps, you can engage your organization to challenge the change and create a fantastic future. Talent Intellect emerged as Asia-Pacific’s leading digital talent partner that helps transform traditional HR processes into automated workflows using the latest technology and mobile applications.

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