Technology has redefined the workplace, making us more productive, adaptable, and flexible.
Few developments illustrate this transformation better than hybrid working, almost fully enabled by the technological tools we use. Its benefits are clear both during and after working hours, with the ONS recently claiming that those working from home are likely to sleep better and exercise more.
But as businesses continue to straddle the decision of coming back vs staying remote – a vital question needs to be addressed, or at least considered. Amidst all the tools, hacks and solutions at our disposal – are the core human qualities that make work meaningful—like communication, empathy, and adaptability—being sidelined?
In a word, yes – but not in the way you might think.
The hidden cost of interactions lost
While hybrid work has opened up new ways to collaborate, it’s also disrupted the traditional dynamics of team-building. In physical offices, moments of informal learning, mentorship, and camaraderie naturally emerge. Whereas, in digital spaces, these opportunities struggle to occur as organically. Even with video calls and chat platforms, genuine interaction often falls short. Communication can feel more transactional, leaving team members isolated or demotivated. These gaps may not be immediately visible, but they gradually erode trust and teamwork.
To counteract this, businesses need to create virtual spaces that actively promote these qualities. Digital check-ins, virtual watercooler chats, and structured team-building activities can recreate some of the interaction lost in remote work. These practices are not just feel-good additions; they are critical for developing what we now call “human skills”.
The dawn of human skills
In an era driven by AI, automation and data, the skills that make us distinctly human—such as empathy, adaptability, and emotional intelligence—are gaining prominence. While these have traditionally been labelled as soft skills, this perception is shifting.
Take emotional intelligence as an example. In digital settings, those who can sense and respond to the emotional nuances of a meeting—without the benefit of physical cues—help build stronger teams. By fostering a sense of stability and trust, they make colleagues feel valued and understood, even when separated by miles. These skills don’t just strengthen teams; they equip organisations to navigate complexity and change. In a hybrid world, they’re no longer a “nice to have” but an essential driver of success.
Redefining leadership
But hybrid work doesn’t just alter team dynamics; it fundamentally changes leadership. Managers can no longer simply oversee tasks. Instead, they must become facilitators of connection and empathy. Cultivating and modelling human skills by engaging in open communication, practising empathy, and encouraging adaptability within their teams.
Training programmes that focus on real-world applications, such as virtual communication workshops and conflict resolution in digital environments, help leaders set the tone for a human-centred approach to management. One standout example is Womble Bond Dickinson (WBD), a leading UK law firm that embraced online learning to aid their transition to hybrid work. By offering self-guided learning modules, WBD ensured employees could develop key skills, such as leadership and communication, essential for thriving in today’s work environment.
However, leadership isn’t just top-down. True success in a hybrid world takes a bi-directional approach. Where employees feel equally empowered to use the technology around them to take control and drive their own development journeys.
What good looks like and are we there yet?
Success in a remote or hybrid environment isn’t just about tools or technology—it’s about people. Companies that excel in this space invest in creating inclusive cultures built on regular check-ins, meaningful team-building activities, and robust mentoring programmes. These efforts help to integrate human skills into day-to-day operations, strengthening team cohesion and boosting morale.
The key is to look beyond just culture; to purpose. Businesses that prioritise human skills are better positioned to align their workforce with organisational goals, creating a sense of shared purpose. When employees feel connected to their work and each other, they are not only more productive but also more fulfilled.
Technology may set the stage, but it’s our uniquely human qualities that will write the script for success. The hybrid era is a defining moment for businesses. It presents both challenges and opportunities to reshape how we connect, collaborate, and grow. Words like empathy, adaptability, and emotional intelligence are not just workplace jargon; they are the bridge to a more engaged and resilient workforce.
About the Author
Mark Thompson is the Country Lead at GoodHabitz, with over two decades of expertise in Learning & Development and human skills development. Before joining GoodHabitz, Mark was Head of Growth at The Happiness Index, where he spearheaded initiatives that advanced talent and leadership development.
In this role, Mark actively works to strengthen GoodHabitz’s presence and ensures its innovative learning solutions are widely accessible to businesses across the UK. His responsibilities involve collaborating with L&D professionals, expanding partnerships, and championing GoodHabitz’s offerings in human skills development.
Mark is committed to creating impactful learning experiences that not only empower individuals but also contribute to the broader success of organizations. His comprehensive approach ensures that human skills remain at the forefront of L&D strategies.
