The Future of Leadership is Kindness and Empathy: Here's Why!

When we think about the qualities a good leader needs, we think about good communication skills, strategic thinking, and dependability. We know they should be charismatic, assertive, skilled, and inspiring. But there are two qualities that have been missing from this list for too long: kindness and empathy.

Why does kindness in leadership matter?

The “Great Resignation” is believed to be fueled by a lack of appreciation and employee burnout. The internet has opened up so many doors for all of us, but it also opened the door to constant contact with our work lives. While a healthy work-life balance should be encouraged, kindness and empathy are just as (if not more) important.

Kindness is a quintessential human quality, yet in the workplace, we often think that kindness equals weakness, especially in competitive environments. But it’s important to see that kindness and strength aren’t mutually exclusive qualities; being kind does not mean you’re a people-pleaser or pushover.

Leaders who possess kindness, empathy, and other great qualities are the leaders that inspire true loyalty and happiness in their workforce. The benefits don’t end there, either. Research shows that employees treated with kindness at work pass it on by being 278% more generous to their coworkers.

More positivity in the workplace helps employees feel happier, which helps increase job satisfaction and productivity. When people feel happy and supported at work, they feel better able to tackle problems.

How can leaders show more kindness and empathy?

It’s important that kindness and empathy are adopted as a part of the company culture as a whole. A company culture that is empathetic allows employees to be human, which is necessary to feel relaxed and happy in the workplace.

Here are some of the ways leaders can show more kindness and empathy:

• Think before speaking: The language we use when speaking to others conveys so much more than the literal words we’re using. Language can convey disappointment, anger, joy, or any other emotion while the context of a statement is the same. It’s important that leaders think about what they’re saying and how they’re saying it when speaking to their team.

• Think about body language: The story your body language tells is just as important as what you say. Leaders are often familiar with power poses but fail to think about their body language in other contexts. For example, if someone comes in to give a report, sitting with your arms and legs crossed indicates that you’re closed off and unwilling to listen to them, even if that’s not the case. Leaders need to consider how their body language will make someone feel and use it to their advantage.

• Stand in their shoes: Empathy is all about your ability to step into another person’s shoes and see things through their eyes. When giving feedback or responding to someone’s request, leaders should take a moment to step into their shoes and consider how they may view their response. This is not about sugarcoating things, it’s simply about being aware of what may cause another person undue stress.

• Set realistic goals and targets: Leaders need to set realistic goals and targets for their teams, ideally with milestones for long-term projects. When targets are set too high employees always feel like they’re falling short and aren’t doing enough, even if they’re doing their very best. If targets aren’t being reached, reflect on whether they’re realistic.

• Recognize successes: Getting little thanks or recognition for their work is one of the most common reasons why employees feel unfulfilled at work. A survey by Gallup found that simple words of recognition and praise for accomplishments boost employee morale, self-esteem, and make them feel more fulfilled in their work. Leaders need to consider the ways they recognize good work, especially for employees who don’t have obvious “wins”, such as landing a sale. Essential employees in support roles need to be recognized, too.

We spend a huge portion of our lives working, and leaders and companies need to consider the type of environment they’re fostering for employees. An environment where they feel watched, unfulfilled, or overlooked will lead to job dissatisfaction. An environment where employees feel supported, happy, and fulfilled improves performance, productivity, and employee loyalty. If your organization is going to be immune from high employee turnover, you need to put kindness and empathy first.