Technology is undoubtedly a powerful tool for enhancing productivity, efficiency, and innovation. But it is not a magic bullet that can solve all the challenges that organizations face in the modern world. In fact, relying too much on technology can backfire and create new problems, especially when it comes to people matters.
The Limits of Technology in Human Relations
One of the lessons that the Covid-19 pandemic taught us is that technology can enable remote work and collaboration, but it cannot replace the human touch. Many employees who worked from home during the lockdowns reported feeling isolated, stressed, and disconnected from their colleagues and managers. Technology can facilitate communication, but it cannot create trust, empathy, and engagement.
A recent article by Roger Trapp in Forbes highlighted the dangers of using technology to monitor and control employees. He argued that using smart cards, cameras, and other devices to track workers’ movements and activities can erode trust and damage morale. He suggested that instead of relying on technology to enforce compliance, organizations should focus on building a culture of mutual respect and accountability.
The Role of Technology in Human Development
Technology can also be a double-edged sword when it comes to human development. On the one hand, technology can provide access to information, education, and opportunities that can improve the lives of millions of people around the world. On the other hand, technology can also create new barriers, inequalities, and dependencies that can hinder human potential.
Kentaro Toyama, a former Microsoft researcher who spent five years in India trying to apply electronic technologies to international development, wrote an article in The Atlantic titled “Technology Is Not the Answer”. He shared his experience of working on various projects that aimed to use technology to support rural communities, schools, slums, and microfinance institutions. He found that technology alone was not enough to make a difference. He wrote:
The rapid pace of technological change poses another challenge for organizations: how to attract, retain, and develop talent in the digital age. Technology can create new opportunities for learning and growth, but it can also create new skills gaps and talent shortages.
A Harvard Business Review article by Ritu Agarwal and Peter Weill argued that digital transformation is not about technology, but about talent. They wrote:
They suggested that organizations need to adopt a holistic approach to talent management that includes identifying critical roles and skills, creating a learning culture, investing in reskilling and upskilling programs, fostering diversity and inclusion, and leveraging data and analytics.
The Bottom Line
Technology is a vital part of any organization’s strategy, but it is not a panacea for all its problems. Technology can enhance human capabilities, but it cannot replace human qualities. Technology can enable human development, but it cannot guarantee human outcomes. Technology can support human talent, but it cannot create human talent.
The key to success in the digital era is not to rely on technology alone, but to balance it with human factors. Organizations need to put people first: their needs, values, skills, and relationships. Only then can they harness the full potential of technology for positive impact.
