From Cogs to Creators: Building Human-Centered Workplaces

Rethinking Work: Why Leadership Must Put People First

In a world where the future of work is being shaped by AI, technology, and shifting societal values, one question looms large: Are we truly rethinking work, or are we clinging to outdated models that prioritize profit over people?

The answer lies in embracing a human-centric approach to leadership. According to the World Economic Forum’s Future of Jobs Report 2025, the path forward is clear: leaders must create workplaces that prioritize the well-being, growth, and potential of their people. But what does this mean in practice, and why is it so essential for long-term success?

World Economic Forum Report 2025

The Problem: Disengagement in a "Business-First" World

Despite decades of innovation, many organizations still operate as if employees are cogs in a machine—interchangeable parts expected to perform without question. The cost of this outdated mindset is staggering. Gallup reports that global employee engagement remains at an alarmingly low 23%. This disengagement results in an economic loss of approximately $8.8 trillion annually due to reduced productivity, absenteeism, and turnover.

The implications go beyond financial losses. Companies that neglect engagement are also likely to see diminished innovation, reduced employee loyalty, and weakened adaptability to challenges.

Why does this happen? Leaders often prioritize efficiency, cost-cutting, and short-term profits, while neglecting the very factors that create thriving workplaces: connection, purpose, and support. Burnout and high turnover have become all-too-common consequences of this narrow focus.

The Call for Human-Centric Leadership

The Future of Jobs Report highlights a different way forward: one where human skills take center stage. By 2025, the most in-demand skills will include creative thinking, resilience, collaboration, leadership, and emotional intelligence. These are not just buzzwords—they are the bedrock of organizational success in a world increasingly reliant on technology.

Yet a significant gap remains. Deloitte’s research found that while 86% of business leaders agree on the importance of building a human-centric workforce, only 22% feel their organizations are ready to address this need.

“To win in the marketplace, you must first win in the workplace.” – Doug Conant, former CEO of Campbell Soup Company

Human-centric leadership isn’t altruism—it’s smart business. Companies that foster supportive, people-first cultures consistently outperform their peers in engagement, innovation, and profitability. As MIT Sloan points out, traditional capitalism needs a reset: it’s no longer enough to chase profit at all costs. Thriving businesses invest in their people and communities, recognizing that long-term success depends on their collective well-being.

What Leaders Can Do Today

Human-centric leadership starts with intentional actions and a commitment to change. Here are six actionable steps to begin the journey:

1. Shift the Mindset

Employees are not just resources to be managed; they are individuals with unique strengths, aspirations, and potential. Leaders should cultivate cultures where people feel valued, supported, and empowered to bring their authentic selves to work. We still are putting results first and then people come as an after thought - try reversing this and let me know the results.

“The way you treat your employees is the way they will treat your customers.” – Richard Branson, Founder of Virgin Group

2. Invest in Human Skills

The future of work demands more than technical expertise. Companies must prioritize development that balances technical skills with soft skills like creativity, collaboration, and emotional intelligence. These skills not only enhance performance but also build stronger, more adaptable teams.

Research from the World Economic Forum emphasizes that human-centric skills will outpace technical skills in demand as automation takes over routine tasks. Leaders who fail to prepare their workforce for this shift will fall behind.

3. Lead with Empathy

In times of uncertainty, employees turn to leaders for reassurance and guidance. Leading with empathy means listening actively, demonstrating genuine care, and being transparent about challenges and decisions.

A study by Catalyst found that empathetic leaders are more likely to inspire innovation, foster inclusion, and retain top talent. Empathy is no longer a “nice-to-have” trait—it’s essential for effective leadership.

4. Redefine Success

Traditional metrics like quarterly earnings reports are no longer sufficient to measure success. Companies must expand their goals to include employee satisfaction, community impact, and environmental sustainability.

Organizations like Patagonia and Unilever have demonstrated that prioritizing purpose alongside profit leads to greater loyalty, innovation, and long-term resilience. Some organizations are reporting engagement figures next to financial results, demonstrating the importance of both.

5. Embrace Flexibility

Work-life balance is not a perk—it’s a necessity. Offering flexible work arrangements, such as remote work or adjustable schedules, allows employees to thrive both professionally and personally. 2025 is seen to be the year of increased fractional work and we know that's it's reported up to 70% of the younger workforce have a side hustle. How can you rethink ways of working beyond the static job and 9-5?

McKinsey research shows that employees who have greater control over their work schedules report higher job satisfaction, engagement, and productivity.

6. Build Inclusive Workplaces

A human-centric approach requires an unwavering commitment to inclusion. Leaders must create environments where diverse perspectives are valued and equity is prioritized. According to the Harvard Business Review, diverse companies are 70% more likely to capture new markets, underscoring the tangible benefits of inclusive cultures.

The Opportunity Ahead

As technology reshapes industries, the human element becomes our most valuable asset. Machines may handle tasks, but humans lead transformation. By fostering workplaces where people feel seen, heard, and empowered, leaders can unlock extraordinary potential—for their employees and their businesses.

“The future of work is not about jobs—it’s about people.” – Jacob Morgan, Author of The Future of Work

This moment presents an incredible opportunity to rethink work, redefine leadership, and prioritize what truly matters: the people who make our organizations thrive. Businesses that embrace this shift will not only survive the challenges of tomorrow—they’ll lead the way.

What steps are you taking to build a human-centered workplace? Let’s continue the conversation.

Liz Rider is an Organizational Psychologist, LinkedIn Top Voice on Leadership and Former Global Head of Leadership. Her expertise lies in executive coaching, leadership development, and delivering impactful speaking events for large multinationals globally. She believes that work is becoming unsustainable and through human centric leadership, we can change this.