During the Covid-19 crisis, unexpected psychological shifts transformed the way leaders and employees navigated change. This article highlights key lessons from organizational psychology for future-proof workplaces.

Our research revealed the hidden mental load of pandemic restrictions on workers and leaders, underlining the role of self-awareness, resilience, and organizational adaptation in uncertain times.

We often hear the word “burnout,” and most of us have a general idea of what it means. However, far fewer people realize that burnout is not only becoming an increasingly common phenomenon but is also affecting people at younger ages. It’s no longer unusual for members of Generation X or Z to recognize its symptoms in themselves — shared organizational psychologist Hajnalka Szirtes in an interview with Pénzcentrum. She also spoke about the different generations’ search for meaning and why it is crucial to separate work from personal life. Interview.

It seems that working from home is here to stay even after the pandemic. However, the freedom of home office life isn’t suitable for everyone and comes with its own risks — but these downsides can be minimized with some simple methods and conscious attention.

I have a vivid memory from my university years: watching a video about Skinner, the famous psychologist, conditioning pigeons by rewarding only certain behaviors while ignoring others. At first, the birds moved randomly, waiting for the reward by chance. Later, they learned quickly which action brought the reward. Finally, the poor pigeons, completely confused by mixed signals, kept pecking the button endlessly—never knowing when the reward would come.

The reactions of Millennials and Gen Z to the COVID-19 pandemic continue to reshape workplace expectations. Their evolving views on change and work-life values are transforming what they demand from their employers.

The reactions of the Millennial and Gen Z generations to the changes brought by the COVID-19 pandemic are reshaping expectations about workplaces. The shift is redefining what employees expect from their employers in terms of flexibility, autonomy, and work-life balance.

The level of technological development, the extent of automation, leaders’ personal flexibility, and the rigidity of organizational culture all play a key role in shaping flexible work environments.

During the early months of the COVID-19 pandemic, I conducted a large-scale anonymous survey with over 500 participants to explore how leaders handled the crisis and how employees perceived their actions. The focus was on the human experience: how leaders communicated, supported, or overlooked their teams in unprecedented times—questions that were often left unasked inside organizations. The results shed light on psychological safety, resilience, and the importance of authentic leadership in times of uncertainty.

Az otthon maradt munkavállalók negyeden naponta két órát túlóráznak, és a pénznél fontosabb nekik az emberi kommunikáció – derül ki egy friss felmérésből

According to survey results, one in four Hungarian employees worked two additional hours per day during the mandatory home office period compared to their previous office-based routines.

According to the latest Hungarian labor market survey, organizations that ensure proper communication, humane leadership, and the option of flexible home office will emerge as winners in the next labor market crisis.

A quarter of employees were shocked by how much more they worked during the home office period—on average two hours more per day. But the real issue is that 17 out of every 100 employees started actively looking for new jobs. Additionally, 30–40% of employees reconsidered their relationship with work and the workplace itself. These findings come from the first comprehensive Hungarian study examining the labor market impacts of the coronavirus.

One of the highlights of last year’s traditional SMART Conference was the panel discussion on “digital detox.” The past year—and especially the last six months—has created unusual situations, emotions, and challenges for everyone, making the topic particularly relevant. Our panel (featuring Hajnalka Szirtes, Nelli Krajcsó, Bence Bogár, and Tamás Ötvös) explored how to navigate these times. The discussion was revisited and digitized as part of the DIGITALK Podcast series.

Inspired by the globally renowned relationship therapist Esther Perel, this article explores how the same psychological patterns shape both romantic relationships and workplace dynamics, especially the boss-employee relationship. The interview highlights how our deep-seated need for autonomy or attachment plays out across different areas of life, influencing leadership styles and team collaboration.

As the moderator of this inspiring IT leadership panel, I facilitated an open conversation between leaders from different generations—from a 20-something start-up founder to a 60-year-old business owner. The discussion focused on leadership fears, growth challenges, and how different generations perceive organizational change, innovation, and resilience.

At the 2019 UNLEASH Conference in London, leading economist Dr. Daniel Thorniley painted a rather gloomy picture of the future. He highlighted major global challenges such as pension crises, aging populations, and political instability, including Brexit-related turbulence. His message: what seems like isolated issues are actually part of a global pattern of economic and social uncertainty.

In this interview conducted at the UNLEASH Conference in London, I had the opportunity to speak with Cassie Kozyrkov, Google’s first Chief Decision Scientist. Our discussion focused on the role of AI in decision-making and how technology should serve human goals—not replace human judgment. We explored how automation can be a useful tool, but the key question remains: how do we, as humans, choose to use these tools? Cassie, who still leads Google’s decision intelligence efforts, offered inspiring insights into responsible AI and human agency.

The technological revolution is still unfolding, though the changes it brings are becoming increasingly visible. Artificial intelligence, digitalization, and data-driven decision-making are reshaping the landscape of leadership and business.
This interview was conducted at the UNLEASH Conference and features reflections inspired by Matthieu Ricard, Buddhist monk and author, highlighting the deep connection between purpose, awareness, and leadership in an era of rapid change.

Surprisingly, the conversation around digitalization is increasingly about people: how individuals and teams adapt to change in a fast-paced world. Everything has been radically transformed. This was the central message at the UNLEASH World Conference and Expo held in Amsterdam, where Josh Bersin, one of the world’s most respected industry analysts, shared the latest trends shaping the future of work across leading economies.