Rehumanizing The Business World
Trump or Harris?
Lebron or Jordan?
Fire John or Sally?
In today's world, whether we're discussing politics, sports, or business, we often find ourselves choosing sides. These choices, while seemingly straightforward, often strip away the human element, reducing people to mere symbols, statistics, or corporate numbers.
Dehumanization is an issue that has deeply entrenched itself in our society, turning individuals into polarizing figures representing good vs. evil or simply reducing them to a set of performance metrics. This trend has become one of my biggest pet peeves, as it strips away the essence of what makes us human. We are all people, each with our own perspectives and experiences, and most of us approach life with good intentions.
When people are dehumanized—when they become nothing more than a label or a number—it drains energy and diminishes our capacity for empathy and connection. While this is a well-documented issue in society, it has increasingly infiltrated the workplace as well.
Dehumanization at Work
In the workplace, dehumanization can manifest in various ways. It might be evident in hiring or firing decisions, where individuals are reduced to a set of qualifications or performance metrics without considering their humanity. It can also appear in how teams interact, where people are seen as resources rather than individuals with unique talents, emotions, and aspirations.
Some companies, driven by the need to satisfy stockholders, may focus solely on financial performance metrics, prioritizing short-term gains over the well-being of their employees. However, this approach is shortsighted. By ignoring the human element, these companies risk long-term negative impacts on morale, engagement, and ultimately, stock performance. The adverse effects of dehumanization can erode company culture, leading to higher turnover, decreased innovation, and a weakened brand reputation—all of which can undermine financial success in the long run.
Proactively Address Dehumanization
Some methods to rehumanize your organizations include:
Promoting Empathy: Encourage leaders and teams to see colleagues as whole people, with emotions, challenges, and aspirations. This can be done through empathy training, open dialogues, and creating spaces where people can share their stories. Modeling this behavior is also key for leaders.
Human-Centered Decision Making: Incorporate human factors into decision-making processes. When making hiring, firing, or organizational decisions, consider the personal and emotional impacts alongside business metrics. In fact, incorporate people-metrics into your organizational goals.
Recognizing Individuality: Celebrate the unique contributions of each team member. Acknowledge their strengths, provide personalized feedback, and create opportunities for growth that align with their personal and professional goals.
The Impact of Rehumanizing the Workplace
By addressing dehumanization, we foster better decision-making, improve employee morale, and create a more inclusive and supportive work environment. This leads to higher engagement, stronger team dynamics, and ultimately, better business performance. When we remember that we’re all human, we not only enhance our workplace but also contribute to a more compassionate and connected society.
