In today’s business world, leadership demands more than just achieving business outcomes—it requires empathy, emotional intelligence, and, above all, compassion. Research consistently shows that leaders who lead with compassion create environments where employees feel supported, leading to higher productivity, loyalty, and mental wellbeing. According to SuperFriend’s 2024 Indicators of a Thriving Workplace survey, those who feel psychologically safe enough to disclose their mental health condition have higher scores for SuperFriend’s Connectedness and Leadership domains. They are also more likely to intend to stay in their workplace (75%) compared with those who don’t disclose (67%). But how do you show compassion in the workplace? This blog will explore 5 actionable tips to help you foster compassion in the workplace.
Compassion vs Empathy: What’s the Difference?
Understanding the difference between compassion and empathy is crucial for effective leadership. While both are related to emotional intelligence, they are distinct concepts:
- Empathy: This involves putting yourself in someone else’s shoes and feeling their emotions as if they were your own. It’s a deep emotional connection that allows you to understand someone’s pain.
- Compassion: Compassion goes a step beyond empathy. While empathy focuses on understanding, compassion compels you to take action. It’s the willingness to help alleviate another’s pain or difficulty.
For instance, if an employee is struggling with stress, empathy allows you to understand their emotions, but compassion pushes you to offer support, whether by adjusting workloads or providing resources for their mental health.
In leadership, compassion is more effective because it combines understanding with actionable steps, creating a supportive environment where employees feel cared for.
How to Become a Compassionate Leader
1. Prioritise Vulnerability and Trust
One of the most essential elements of compassion in leadership is vulnerability. To create an open and supportive work culture, leaders must be willing to show vulnerability themselves. Vulnerability builds trust, and when employees trust you, they are more likely to share their challenges.
Vulnerability can be developed over time through a number of practices. Here are three key methods to foster vulnerability and self-awareness:
- Write: Using a positive, negative, and neutral approach to journaling can help identify areas of emotional growth. Regular journaling also leverages neuroplasticity—our brain’s ability to adapt and change—helping us process emotions more effectively.
- Think: Practices like meditation and mindfulness are great tools to deepen vulnerability and emotional awareness. Apps like Calm and Headspace can be useful for focusing on the present moment, reducing anxiety, and improving emotional regulation.
- Talk: Create space in your 1:1 catch-ups with team members to openly discuss challenges. Avoid offering automatic or surface-level responses—focus on listening deeply and responding thoughtfully.
Actionable Tip: Create opportunities for open conversations. Ask questions like, “How are you really feeling?”, and listen without interruption. These conversations demonstrate that you care beyond their work tasks.
2. Balance Empathy with Action
Empathy is about understanding another person’s challenges, but compassion takes it a step further by encouraging action. Research highlights that managers who show compassion can mitigate employee stress and improve overall performance. SuperFriend’s 2024 survey found that though 70% of managers had a very supportive reaction to a mental health disclosure, only 5% offered tangible support such as time off or proactive check-ins, suggesting that there is much room for improvement here. While empathy allows you to connect, compassion compels you to offer tangible support.
Actionable Tip: If an employee shares that they’re feeling overwhelmed, you could say, “I hear you’re feeling stretched. Let’s shift some of your tasks for the week and revisit how you’re doing in a few days.” This demonstrates not only that you understand their situation but also that you’re committed to taking concrete steps to help.
3. Foster Open Communication
96% of managers acknowledge the importance of checking in with employees, but only 54% actively do so. Often, employees may hesitate to talk about their personal struggles due to a lack of trust or fear of judgment. As a leader, you can foster open communication by normalising conversations about mental health and wellbeing.
Actionable Tip: To close this gap, develop a habit of regular check-ins. Be specific with your questions—ask, “Is there anything that’s been on your mind lately?”—and follow up on their wellbeing after significant workplace events or changes.
4. Develop a Culture of Gratitude and Growth
Gratitude fosters connection, and creating an environment where employees feel appreciated can significantly improve team dynamics. Compassionate leaders not only recognise achievements but also guide their teams through challenges with understanding and encouragement. SuperFriend’s latest survey indicated that only 58% of workers agree that they receive recognition for their achievements, however when they do feel recognised they are two times more likely to be performing at their best. The practice of regular gratitude helps improve employee morale, enhancing overall productivity.
Actionable Tip: At the end of each week, invite your team to reflect on three things: What are you thankful for? What have you learned? What challenged you this week? This simple exercise builds a positive and resilient team culture.
5. Lead by Example with Self-Compassion
Research shows that 69% of employees believe their manager has more influence on their mental wellbeing than a therapist. As a leader, your actions set the tone for your team. It’s essential to lead by example, showing that self-care and compassion aren’t just for employees but for leaders as well. Practicing self-compassion enables you to remain calm under pressure and make decisions that benefit the entire team. Leaders who invest in their mental and emotional health are better equipped to support their teams effectively.
Actionable Tip: Model self-care practices for your team. Whether it’s stepping away for a break or prioritising your mental health, demonstrating self-compassion will inspire others to do the same. Encourage flexible working hours or wellbeing days when needed.
Compassion in leadership is the key to unlocking higher performance and wellbeing. By implementing these five tips, you’ll not only improve employee morale but also drive long-term success for your organisation.
To measure the mental health and wellbeing of your workplace and explore ways to create an environment where people can thrive and remain psychosocially safe, consider implementing SuperFriend’s Thriving Workplace Index tool.
