Why Human Engagement Needs More Than Technology

AI has created notable changes in the way we work and go about our day, from writing reports and analyzing data sets to automating schedules and giving recommendations. According to McKinsey & Company, over the next three years, 92% of companies plan to increase their AI investments, and a similar proportion of workers are already using AI tools like OpenAI’s ChatGPT, Microsoft’s CoPilot, or Anthropic’s Claude every day to streamline tasks. 

“They’re great at a linear approach to problem solving, which is what we’ve been teaching for the last hundred years. What they’re not great as discontinuous leaps, truly novel thinking,” McKinsey Global Managing Partner Bob Sternfels noted. 

People don’t wake up motivated by an algorithm or give their best effort because numbers on a dashboard tell them to. They are driven by emotion: relationships with colleagues, trust in their leaders, and an opportunity to put their passion towards something that matters. 

This is the human factor that AI cannot replicate. 

Motivation Matters and It’s in Short Supply 

Despite advancements in productivity tools and automation, motivation remains an ongoing challenge. Recent surveys show that only about 36% of employees are engaged at work, with a significant portion feeling disconnected or disengaged. This has a direct impact on business outcomes and the overall work environment. 

Why does that matter? Because highly engaged employees are not just happier, they are dramatically more effective than those who are slightly engaged or disengaged. Companies with highly engaged workforces report 21% higher profitability and increased productivity compared to those with disengaged employees. 

Recognition and effective communication are top motivators, yet many workplaces fail to provide them consistently. Team members need to feel seen, heard, and valued. In a High-Performing Team, engagement isn’t accidental; it’s intentional. 

AI Is a Tool, Not a Motivator 

Workers say AI helps them save time on everyday tasks, freeing up capacity for deeper thinking and better work-life balance. But here’s the catch: while AI can analyze patterns and predict outcomes, it doesn’t understand why people value their work. 

When employees don’t feel supported in growth and development, they become disengaged. People might quietly quit or completely leave a company if they feel that their Needs aren’t met. 

What Truly Drives Engagement? 

Leadership matters. Not just management, but inspirational leadership. Leaders must be role models for authenticity, communication, and empathy. 

Our experience at Birkman working with our clients shows us that inspirational leaders that have greater self awareness of self and others can cultivate meaning and drive. They catalyze energy and commitment to others. When employees feel their leaders care about them personally, they perform better, stay longer, and contribute more. 

Building trust is a driver of employee engagement.  

Trust encourages team members to share feedback, take creative risks, and align their personal goals with organizational purposes. A sense of belonging blossoms in environments where people feel psychologically safe and respected. 

Real-World Examples of Inspiration 

Salesforce: Belonging and Recognition 

Salesforce has built a culture around inclusion and belonging. Through active employee resource groups and visible leadership support, they show that engagement grows from connection, not just compensation. 

Empathetic Leadership 

Simple actions like check-ins, public recognition, and mentoring create space for genuine connection. Leaders who understand team dynamics and adjust their approach to individual needs boost morale and collaboration. 

Vision + Humility 

The most inspirational leaders balance a compelling vision with humility. They foster an environment where everyone feels their contribution matters and where Stress Behavior is not punished but understood. 

The Power of the Birkman Method 

Here’s where tools like The Birkman Assessment can be powerful for organizations. The Birkman Method removes guesswork by giving leaders visibility into what inspires, stresses, and drives each team member. 

When leaders understand communication preferences, motivators, and Stress Behavior, they can tailor their approach, turning generic leadership into personalized leadership. 

By leveraging Birkman Insights, leaders can: 

• Support better work experience for individuals.
• Promote flexible work structures aligned with employee needs.
• Cultivate team dynamics that increase collaboration and reduce friction.
• Inspire people in ways that actually resonate. 

These actions ignite passion and result in higher engagement, stronger relationships, and teams that embrace change rather than just adapt to it. 

Our Role in the Future of Work 

Leaders are at the heart of this transformation. Their decisions about culture, communication, and connections will define what the future of work feels like.  

To drive engagement and performance, we should: 

• Invest in human-centric leadership training.
• Champion employee resource groups and inclusive programs.
• Use tools like The Birkman Method to understand and adapt to team member needs.
• Design flexible work policies that support work-life balance.

• Prioritize well-being and belonging over just process and output. 

   

Humans Will Always Matter Most 

AI may optimize administrative and repetitive tasks. But only humans can light a spark in others. 

As the workplace continues to evolve, it will be the organizations that double down on human-based inspiration, not just innovation, that thrive.  

Engagement isn’t just a buzzword; it must be a business strategy. And it starts with seeing people not as resources, but as the heart of your enterprise.