GETTYThe difference between organizations that retain people and those that are revolving doors is often the leadership.
Empathetic and honest leadership is crucial for retaining top talent. When leaders make an effort to understand their employees and prioritize transparency, that’s when they can truly engage and empower employees. When employees feel heard and believe the company has their back, they’ll be more likely to stay at a company for the long haul.
Given the many stressors people are facing these days, it’s arguably more important than ever that leaders be empathetic and honest so they can retain their best employees.
Empathy and honesty are terms frequently used in the business world, but it’s vital that leaders avoid treating them like buzzwords or as just line items on a corporate checklist.
Leaders must truly practice empathy and honesty, not just preach those terms. For instance, management can say that they “care about the well-being of every employee,” but if they make employees come to work while sick, they’re not actually exhibiting empathy. Or management can say that they “value honesty,” but if they constantly surprise employees with new rules and backtrack on their words, they’re not being honest.
Leaders should self-reflect and see if they’ve actually been empathetic and honest with their team members. They should also consider asking their employees for anonymous feedback and getting outside perspectives from mentors and peers. A leader might discover that they’re not being as empathetic and honest as they think—but what is important is that once they have that knowledge, they take steps to fix it.
Leaders can take several steps to cultivate empathetic, honest leadership in themselves.
First, they need to prioritize leading by listening. When employees come to them with concerns, they should listen to them without judgment. Leaders should be willing to put themselves in employees’ shoes. Part of leading by listening is access. Leaders need to make it easy for employees to speak with them; employees shouldn’t have to jump through hurdles just to sit down with a member of the management team.
Then there’s transparency and vulnerability. Leaders must be prepared to share the whole story, even when a story does not reflect well on them. People aren’t perfect, and leaders are no exception. When leaders are willing to put their own struggles and mistakes out in the open, their team members will feel more comfortable doing the same. For example, at my company, it’s not uncommon for senior executives to start meetings by saying something along the lines of, “Hey team, I have XYZ going on, so I apologize if I’m not showing up at my best today.” When our leaders make such statements, employees know that they too can show vulnerability at work.
Speaking of emotions, leaders must recognize the emotional labor that comes with work. Every job comes with emotional labor, and employees are complex human beings who are juggling personal and professional lives. When leaders make it clear to employees that they recognize the emotional labor they’re expending, employees can feel more heard and seen. Recognition alone, of course, is not enough. Leaders should also provide resources and support (such as health insurance that covers therapy and ample paid time off) so that employees can cope with personal and professional challenges. At my company, for instance, one way we support our employees is by providing access to counselors and coaching services.
Finally, leaders need to empower decision-making at all levels. Ivory towers don’t work in business. Employees need leeway to make decisions within the scope of their roles. If they have to get the C-suite’s buy-in for a decision that can and should be made at the departmental level, they’ll eventually get frustrated. When leaders enable employees to make decisions within the parameters of their roles, they show not only that they trust employees but also that they empathize with employees’ desire to work efficiently and make an impact.
