# How empathy in leadership is the answer to the Great Resignation
Author:  Pal Sinha, Barnali 
Author URL: https://financedigest.com/author/pal-sinha-barnali
Published: 2022-08-25
Category: BUSINESS
Category URL: https://financedigest.com/category/business
Meta Title: The Great Resignation: How Empathy Can Revolutionize the Future of Work
Meta Description: Discover how the pandemic has shifted employee priorities and how empathetic leadership can make all the difference in retaining talent and driving positive
URL: https://financedigest.com/how-empathy-in-leadership-is-the-answer-to-the-great-resignationhtml

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_![](https://prod.superblogcdn.com/site_cuid_cm5qst7v3003gwirgwqtxn8i8/images/032-1736815370297-compressed.jpg)_

_By **Paul Chapman,** executive vice president at technology consultancy Endava_

The lines between our working lives and home lives have never been more blurred. Ever since the pandemic hit and changed the way we worked overnight, the phrase “don’t bring your work home with you” has become something of an impossibility. While this new [way of working](https://www.financedigest.com/five-ways-to-keep-your-head-above-water-while-working-from-home.html "Five ways to keep your head above water while working from home") has brought with it the potential for a better work/life balance, it’s also brought us closer to our work than ever before, and forced us to look at things through a different lens.

It’s caused [employees to really think about what’s important](https://www.financedigest.com/why-is-employee-reward-and-recognition-so-important.html "Why is employee reward and recognition so important?") to them — about what they want from life and what they want from their employer. Jobs aren’t just jobs anymore. People want to be associated with companies that hold the same values as them, and be fulfilled at [work](https://www.financedigest.com/what-are-the-best-ways-to-become-more-productive-working-from-home.html "What are the best ways to become more productive working from home? ") in ways that go way beyond a pay cheque at the end of the month.

This soul searching has culminated in what we know now as The Great Resignation, with many leaving their jobs in search of _more_ — more balance, more opportunities, more job satisfaction — and it continues to be a huge problem for companies everywhere.

But these issues aren’t new. Emotional wellbeing and [mental health at work](https://www.financedigest.com/how-to-protect-your-employees-mental-health-while-remote-working.html "How to protect your employees’ mental health while remote working") have been hot topics for a number of years now. The need to provide growth, [support and opportunity to enable employees](https://www.financedigest.com/how-to-manage-burnout-and-how-leaders-should-support-employee-wellbeing-tom-keya.html "How to manage burnout and how leaders should support employee wellbeing | Tom Keya") to flourish isn’t exactly revolutionary. However, the pandemic has put these things under the microscope and switched them from “nice to have” to “non-negotiable”.

Having leaders that recognise, understand and act on this shift will make all the difference between keeping talent and losing it. To [remain ahead](https://www.financedigest.com/swiss-watchmakers-remain-upbeat-ahead-of-geneva-gathering.html "Swiss watchmakers remain upbeat ahead of Geneva gathering"), leaders need to adapt their practices and focus on a more human way of leading, with empathy at their core. Those that do will [reap the benefits](https://www.financedigest.com/can-finance-reap-the-benefits-of-the-cloud-without-compromise.html "Can finance reap the benefits of the cloud without compromise?") of real, positive change throughout the business.

**Feeling heard**

Such empathy is all the more important in the [changing face](https://www.financedigest.com/the-changing-face-of-peer-to-peer.html "THE CHANGING FACE OF PEER-TO-PEER") of the workplace. With [remote or hybrid working](https://www.financedigest.com/shoring-up-cyber-defences-in-the-remote-working-era.html "Shoring up cyber defences in the remote working era") looking set to stay for the long term, the additional pressures of a more virtual workspace are important to acknowledge too.

From tech fatigue to emotional isolation, the shift in culture from face-to-face conversations to Slack and [Teams messages has the potential to introduce its own challenges](https://www.financedigest.com/why-now-is-the-time-to-implement-a-time-saving-business-model-encouraging-team-members-to-discuss-their-challenges.html "Why now is the time to implement a time saving business model, encouraging team members to discuss their challenges"). The importance of leaders who have the emotional intelligence to recognise this, and can empathise with their [teams on the pressures — both personal and professional— that the digital](https://www.financedigest.com/the-digital-voice-appointed-by-raft-of-new-clients-as-its-team-expands-by-270.html "The Digital Voice™ appointed by raft of new clients as its team expands by 270%") acceleration presents cannot be overstated.

By putting themselves in the shoes of their employees, leaders can get a better viewpoint of the [challenges facing](https://www.financedigest.com/under-saved-and-underprepared-women-face-challenges-saving-for-retirement.html "UNDER-SAVED AND UNDERPREPARED: WOMEN FACE CHALLENGES SAVING FOR RETIREMENT") their teams, but also their goals and aspirations. When you know more about what motivates those around you, as well as what causes friction, you can craft a better, more [productive working](https://www.financedigest.com/the-psychology-of-long-term-remote-working-productivity-vs-inclusivity.html "The psychology of long-term remote working: Productivity vs. Inclusivity") environment with the right paths to success, not to mention the right tools, to help your workforce feel heard and appreciated.

This in turn buoys employees to feel part of the bigger picture, and champions a challenge culture where they can [share their opinion to affect change](https://www.financedigest.com/bayer-shares-gain-on-prospect-of-second-activist-pushing-for-change.html "Bayer shares gain on prospect of second activist pushing for change") in the company. It [breaks down walls](https://www.financedigest.com/why-the-new-csrd-is-breaking-down-the-walls-between-esg-and-finance.html "Why the new CSRD is breaking down the walls between ESG and finance") and encourages collaboration, and fosters an open environment that prevents barriers to progress forming.

In the current era of rapid [change and digital](https://www.financedigest.com/digital-marketing-trends-that-will-change-how-brands-operate-in-2021.html "Digital Marketing Trends that will change how brands operate in 2021") acceleration, this is key. Having employees that are engaged and on [board with the process](https://www.financedigest.com/board-report-highlights-complex-decision-making-process-across-banking-and-finance-sector.html "Board Report Highlights Complex Decision-Making Process Across Banking and Finance sector"), rather than at odds with it, helps to clear the way to drive positive change.

Our recent work with Macmillan showed that in action. We engaged with stakeholders from across the business to help [shape its three-year digital acceleration process and user experience](https://www.financedigest.com/how-is-modern-technology-shaping-our-in-store-experience.html "How Is Modern Technology Shaping Our In Store Experience?") overhaul.

For Macmillan, it was important for its staff to be a part of the process, and have a say in the brand’s mission and ethos. Such a collaborative approach is always preferable, as not only does it better inform the process for even better results, but it helps [employees to feel a part of the change](https://www.financedigest.com/helping-employees-navigate-sea-financial-change.html "Helping employees navigate in the sea of financial change"), rather than simply at the receiving end of it.

[**Filling the gap**](https://www.financedigest.com/analysis-energy-hungry-europe-cant-look-to-u-s-shale-to-fill-any-opec-gap.html "Analysis-Energy hungry Europe can’t look to U.S. shale to fill any OPEC gap")

Another result of the Great Resignation is a [skills gap](https://www.financedigest.com/navigating-the-global-technology-skills-gap-with-ai-moderated-upskilling.html "Navigating the Global Technology Skills Gap with AI-Moderated Upskilling") — a crisis that can only be resolved by people learning and growing, upskilling and diversifying.

Technology [teams can sometimes be the most rigid to change](https://www.financedigest.com/how-finance-leaders-can-equip-their-team-to-tackle-change.html "How Finance Leaders Can Equip Their Team to Tackle Change") here, but there is a dire need for more open mindedness if they’re to survive. When filling roles, considering other values outside of hard skills and experience is imperative, and [spending the time searching](https://www.financedigest.com/paid-search-advertising-how-to-identify-wasted-spending.html "Paid search advertising: how to identify wasted spending") for the right cultural fit is just as important as the skills on their CV if you want to create a long-term impact.

That means people with non-traditional tech backgrounds — particularly those with sector-specific knowledge —can add [real value to a team](https://www.financedigest.com/finance-teams-have-been-left-in-the-dark-on-the-real-cost-of-working-from-home.html "Finance teams have been left in the dark on the real cost of working from home") and should be considered for their potential. Hard skills can be taught, but fresh perspectives, sector knowledge and lived experiences are hugely valuable assets that can’t be overlooked.

At the same time, backing the people already within the [business is essential](https://www.financedigest.com/5-essential-leadership-skills-for-family-owned-businesses.html "5 essential leadership skills for family-owned businesses") to sustaining a resilient workforce, and any new hires should be carefully considered to avoid diluting the talent already in the business. Traditionally, there has been a tendency to silo people by job description, but leaders who can see the wider talents of its workforce to give opportunities to grow and diversify will not only retain staff but [benefit the business](https://www.financedigest.com/5-ways-cfo-and-cio-collaboration-can-benefit-the-business.html "5 Ways CFO and CIO collaboration can benefit the business") too.

That means, when you have a role to fill, hire with care. For leaders to nurture potential, they should champion autonomy and [create environments where individuals](https://www.financedigest.com/digital-identities-creating-value-for-individuals-and-industries.html "Digital Identities: Creating Value for Individuals and Industries") can collaborate and contribute new ideas freely. The most talented people thrive on being guided, led, and taught, but not micromanaged.

There’s no doubt that we are sitting in a period of disruptive evaluation, and during any periods of disruption, change will inevitably occur. That [doesn’t mean](https://www.financedigest.com/making-sure-that-finservs-digital-transformation-doesnt-mean-digital-exclusion.html "Making sure that FinServ’s digital transformation doesn’t mean digital exclusion") it’s a time to panic — it’s a time to listen and learn.

Empathy, humility and emotional intelligence are all under the microscope, and [employees are looking to leaders to show these qualities](https://www.financedigest.com/voice-quality-matters-quarter-of-employees-working-from-home-still-experiencing-regular-connectivity-issues.html "Voice Quality Matters: Quarter of Employees Working From Home Still Experiencing Regular Connectivity Issues"). The answer to riding the Great Resignation wave starts at the top, and how leaders [respond will determine whether their business](https://www.financedigest.com/pitiless-machines-will-kill-your-business-if-you-dont-respond-now-warns-servion.html "‘Pitiless machines’ will kill your business if you don’t respond now, warns Servion") sinks or swims.


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