Why workplace connection matters more than ever in the age of AI

Picture this: A talented employee, once highly engaged, is now merely going through the motions. Meetings feel transactional, conversations lack depth and something is missing, despite company efforts to boost morale. This scenario is playing out in workplaces worldwide, and according to Mimi Nicklin, founder and CEO of Empathy Everywhere, the culprit is a deepening “empathy deficit.”

“For three decades, we have watched the global empathy deficit deepen, creating wider gaps in connection, communication and emotional engagement across our workplaces,” Nicklin says.

At the same time, the field of psychology shows employers that “what we focus on grows. If we focus on what’s missing—the lack of understanding, and rising disconnection—we risk reinforcing it. But if we shift our attention to fill that gap and to create the understanding, belonging and psychological safety that all humans—and therefore, employees—need, we have a chance to rewrite the narrative.”

See more: Why it all comes down to connection

The power of positive psychology in the workplace

Positive psychology, which focuses on human potential and wellbeing, provides a powerful framework to combat workplace disconnection. Nicklin highlights how this mindset shift can profoundly affect employee experience.

“In our workplaces, this impacts how employees feel, how included they perceive themselves to be and how they find meaning in their work,” she notes. “It directly impacts how they perform—not because they have to, but because they feel deeply connected to something bigger than their job description.”

This connection is crucial, especially in a world where 51% of the global workforce is actively seeking an exit from their current roles, and 52% of employees report feeling chronically lonely. The solution, Nicklin asserts, lies not in retention strategies or performance reviews but in fostering a culture of belonging. “The answer is in ‘listening-led leadership’—a leadership approach that connects our leaders to their people in understanding, curiosity and, yes, organizational empathy,” she adds.

Beyond happiness, positive psychology emphasizes meaning and purpose—two essential drivers of engagement. Nicklin points to an alarming statistic: Disengaging and presenteeism cost the global economy $8.8 trillion annually.

“People are looking for a way out. Not because they don’t want to work, but because work has lost its meaning for them,” she says.

To reverse this trend, she recommends three key strategies for organizations:

• Set “purpose targets,” not just profit targets: Employees need to see how their work contributes to something beyond financial returns. Work should feel meaningful, whether it is customer impact, community service or cultural transformation.
• Create a culture of psychological safety: Employees cannot fully engage or find meaning without psychological safety. Organizations that invest in psychological safety experience better collaboration, stronger alignment with company values and sustained performance.
• Live your company values: “Values are not what’s on the website; they are what can be felt in the hallways,” says Nicklin. Employees quickly recognize the difference between organizations that talk about inclusion and those that truly embody it.

The role of empathy in an AI-driven future

As AI and automation reshape the workplace, empathy and human connection are more critical than ever. Nicklin emphasizes that AI is not here to replace humans but to reshape our work. “No matter how advanced technology becomes, the future of work will still be built on our ability to listen, connect, collaborate and truly understand each other.”

She outlines key strategies for organizations preparing for this shift:

• Train leaders to listen more than they speak: “AI can process data, but it can’t pick up on the exhaustion in someone’s voice or the hesitation in what they’re not saying.” Leadership training must prioritize deep listening skills.
• Make psychological safety non-negotiable: AI can streamline workflows, but it cannot create trust. Without psychological safety, employees would not take risks or innovate.
• Build human-centric cultures: With technology handling routine tasks, workplaces must become centers of belonging. Research shows that inclusion boosts performance by 56%, reduces turnover by 50% and cuts sick days by 75%.
• Measure engagement, not just productivity: “AI will track productivity, but who’s tracking engagement? Who’s measuring how heard and valued people feel?” Nicklin challenges organizations to rethink what they prioritize.
• Use AI with emotional intelligence: Our interaction with AI reflects how we engage with each other. “Give this a go—ask ChatGPT something kindly and then abruptly. You’ll get two very different responses.” The way we communicate with AI mirrors our broader workplace culture.

As organizations navigate the intersection of technology and human connection, the businesses that thrive will prioritize empathy. “The future of work isn’t AI or humans,” Nicklin concludes. “It’s AI with humans. Efficiency alone won’t make people stay. Empathy will.”

Josephine Tan wrote this story for HRM Asia. Find more from this author at HRMAsia.com