The world of work has changed - again. And this time, it’s not just about hybrid models or digital transformation.
We’re now in what many call a BANI environment - brittle, anxious, nonlinear, and incomprehensible - where the assumptions we used to rely on no longer hold. Productivity pressures are increasing. Skills gaps are widening. Roles are shifting faster than we can redefine them. And AI is rapidly reshaping how we think about work itself.
So where do people fit in?
The investment is there - but the impact isn’t
Organisations are clearly responding to the challenge:
- 76% have significantly updated their leadership development programmes in the past three years.
- 56% expect to increase spending on leadership development in the next two.
(Source: Gartner, 2024)
But despite all the investment, people are more burnt out than ever. Managers, in particular, are feeling the pressure. And that’s a problem, because managers are the main connection point between organisational direction and day-to-day delivery.
But it’s not just burnout. According to Gallup’s State of the Global Workforce 2025:
- 58% of employees globally are struggling.
- 9% are actively suffering at work.
We saw this reflected in our conversations at CIPD Festival of Work 2025, where many of those we spoke to were talking about focusing down on leadership development, and supporting those leaders to improve the communication of organisational values. The will is there but the execution doesn't yet match up - and it is impacting engagement across organisations. The professionals we spoke to are trying to resolve it, but it feels like a monumental task.
The role of technology
While we might be well-intentioned, many solutions only add to the initial problem. New platforms are constantly being introduced to “fix” collaboration and wellbeing - especially in a hybrid world. But they’re not helping - we’re drowning in tools that are meant to improve communication.
- 77% of people say these tools have made them less productive and added to their workload.
(Source: Gartner, 2024)
While AI is expected to solve the productivity puzzle, most employees simply don’t have the time - or headspace - to keep up with it. And though many of the delegates we spoke to were excited about the potential AI has to offer, they feel that they are only now getting permission to explore it. Strategies have taken time to come together.
So what’s going wrong?
We’re plugging humans into AI (and vice versa) like we’re part of the same machine. It might work - at first. But over time, it strips away the things that make our workplaces human: empathy, creativity, intuition, and connection. The very things that motivate us to engage with work and colleagues in the first place.
We’re not lacking tools. We’re lacking connection.
When people feel genuinely connected:
- They’re 25% more productive
- They’re 2x more likely to exceed financial goals
- And in collaborative settings, they’re 50% more effective at completing tasks.
That’s why, at Thomas, we choose to approach AI differently.
We believe that AI should enhance human relationships - not erode them. In fact our CEO, Luke McKeever, and Chief People Officer, Gillian Ward, spoke on exactly this at the CIPD Future of Work conference. Too often AI usage is focused on time and cost savings, when it could refocused on facilitating human interactions. And that’s what we’ve built into Thomas Connect, powered by our AI Coach, Thom.
It’s not just about insights. It’s about using those insights to build better working relationships - in real time, in the flow of work.
With Thom, you can:
- Understand how your behavioural traits impact your team
- Get practical advice on how to adapt and connect with others
- Spot opportunities to collaborate more effectively
All within Microsoft Teams. So the guidance is there, right when you need it.
The future of work isn’t just AI-powered. It’s human-led.
Let’s stop trying to make people work like machines. Let’s start giving them the support, insight and connection they need to do what AI can’t.
That’s how we build stronger teams. That’s how we unlock real performance.
And that’s how we make work… work.
