Automation and artificial intelligence are changing the world of work. Companies are driving digital transformation, optimizing processes through algorithms, and using artificial intelligence for data analysis. The focus is on efficiency gains. At the same time, these technologies are also changing leadership and collaboration. However, they cannot replace human connection, but only have a lasting effect when used in combination. That is why a new focus is needed: more humanity. Only in this way can employees remain healthy, productive, and successful in the long term.
A corporate culture that recognizes death and grief fosters a supportive and empathetic working environment, strengthening employee loyalty. When an organization cares about their well-being and offers support in difficult life situations, employees feel seen and valued.
The large number of employees also makes a code of conduct unavoidable. In many places, this also includes values that are desirable and are even used to assess employees and managers.
What happens time and again in everyday organisational life is that values are set in the hope that they will have an immediate generative effect. Values are therefore often highlighted in management workshops, propagated in training sessions or strived for by senior management. This is particularly noticeable when a change project is announced that is based on establishing new, better values: ‘We need to become more effective, more innovative, more entrepreneurial, more agile, build a culture of error, become a family, drive cultural change.’
General lack of understanding of the importance of values
