“We are not in an era of change, but in a change of era.”

– Jan Rotmans

Man as pivotal in a fundamental shift

The world around us is changing faster than ever before. Technological developments, societal shifts and demographic trends are putting pressure on organizations. But what is perhaps most pressing: the way we organize work no longer matches the times we live in.

The numbers are clear. Labor force participation is declining, workloads are rising and trust in traditional hierarchies is crumbling. Organizations that continue to cling to old structures are losing relevance. This is not a temporary storm to ride out; it is a new climate in which we must learn to navigate.

And in that climate, one thing is central: people.

The harsh reality of the labor market

Figures from the Social and Cultural Planning Office (2023) predict that the labor market will continue to shrink until at least 2040. We simply do not have enough people to fill all vacancies. The hunt for talent has become not only more intense, but also longer lasting. And once found, it turns out to be at least as difficult to keep people captivated and involved.

In a job market under structural pressure, the question is no longer how to find people, but why they want to stay with you.

Organizations that do not invest in people-centered organizing lose their right to exist because people simply make different choices. They choose work that matters, in which they feel seen and appreciated. Organizations that do not respond to this will end up empty.

The business case for happiness

It sounds almost too good to be true: happy employees are more productive. Yet that is exactly what repeated scientific research shows. The so-called “happy productive worker thesis” (HPW) shows that employee well-being contributes directly to their performance (Burger, M. et al., 2025).

And it doesn’t stop at productivity. Happy employees are more innovative, more loyal and act as powerful ambassadors of your organization.

Gallup’s figures (2024) are compelling:

• 📈 23% more profit
• 🤝 10% higher customer satisfaction
• 🔧 14% higher productivity
• 🚪 51% less unwanted turnover
• 🤒 78% less absenteeism
  

These outcomes are no accident. They are the result of organizations that have had the courage to truly put people at the center. Not as a means to an end, but as an end in itself.

From HR to HX – a necessary evolution

The traditional HR function was once designed for control, efficiency and risk management. But that approach no longer aligns with the needs of people today. What is needed is a fundamental shift: from Human Resources (HR) to Human Experience (HX).

HX is about trust rather than control. About meaning over processes. About autonomy, meaning, growth and connection as strategic principles. HX is not a buzzword. It is a necessary evolution. And those who dare to make that transition not only gain in humanity, but also in results.

What does this mean to you?

As an HR professional, manager or leader, the ball is in your court. You hold the key to creating an environment in which people thrive, thereby future-proofing your organization.

HX is not a trend that will blow over on its own. It is a transition that requires intentional leadership. Start small, but do start. Because in 2025, people are not only your most important value, but also your biggest business risk.

Want to know how your organization is doing? 👉 Spar with our People & Culture Consultants

📖 Read more in episode 2: 👉 VFrom HR to HX: people-centric organizing as a strategic necessity