The biggest Empathy gap between HR and CEOs is caused by HR Empathy Fatigue

?? There is a notably a 24-point divide between HR professionals’ and CEOs’ empathy perceptions of each other - considered as the largest divide ever recorded between HR and CEOs’ perceptions of each other - pointing to extreme dissatisfaction on the side of HR but CEO Empathy levels steadily decline among employees, according to a new interesting research published by Businessolver called "2023 State of Workplace Empathy Report" - using data from more than 1,000 employees within six industries in February 2023.

??Researchers defined Empathy in this research as “the ability to understand and experience the feelings of another".

?Perceived Empathy levels among HR Professionals and CEOs

Researches discovered that only 68% of HR professionals view their CEO as empathetic, a 16-point decline from 2022 and the lowest levels ever reported and in contrast, 92% of CEOs view their HR professionals as empathetic, a 27-point jump from 2022.

Interestingly, there is also a 24-point gap between how return-to-office (RTO) is impacting the mental health of HR professionals and CEOs.

?HR has reached a breaking point but beyond the HR-CEO divide, other gaps exist:

After 3 years of unrelenting change and wearing many mediator and change-management hats, HR is calling it quits both mentally and in reality.

This research found that beyond the HR-CEO divide, there are other important gaps with the employees as well:

??Empathy perception:

67% of CEOs think of themselves as more empathetic than before the pandemic, but HR professionals and employees perceive CEO empathy levels to be the lowest ever.

??Motivation:

59% of employees report feeling more motivated in their careers, while 90% of CEOs say they are more motivated than ever.

??Flexibility:

Flexible working hours 96% of employees view flexible working hours as a top empathetic benefit, yet flexible working hours are only offered by 39% of organizations.

??Empathetic benefits

20-point gaps exist between employees’ and HR professionals’ views on core benefits required to show empathy versus CEOs’ benefits beliefs.?

?HR Mental health issue and Empathy Fatigue

Researchers found that 61% of HR professionals report that they have experienced a mental health issue in the past year (+9 points from 2022). This finding, combined with declines in empathy toward their CEOs (-16 points), organizations (-23 points), and employees (-16 points), is evidence of burnout and “empathy fatigue” among HR professionals.?

From the pandemic to the Great Resignation, quiet quitting, record inflation, and now RTO, researchers believed that HR professionals have endured relentless change and have been advocates and pillars of strength for employees through it all. So it’s clear all the change management and mediation that HR has endured has come at the expense of HR’s own empathy and wellness...

?Empathy Perceptions are highest among Remote Workers

Researchers find that that remote workers’ empathy perceptions are significantly higher than non-remote workers.

Remote workers are also more likely than non-remote workers to say they feel connected to their peers (84% vs 77%) and their leaders (70% vs 60%). At 46%, remote workers are also less likely to say that empathy at their organization needs to evolve versus 54% of non-remote workers.?

This research confirms that workplace flexibility continues to top the list of most empathetic benefits an employer can offer: 96% of employees say flexible working hours is the most empathetic benefit an employer can offer, closely followed by workplace location at 93%.

?? But, while flexible working hours tops the list of most empathetic benefits, it’s only offered at 39% of organizations.

?? Finally researchers conclude that all the turmoil and change that has transpired over the last few years has come at the expense of empathy. Leaders must now take stock of how much more empathy their organizations can afford to lose.

Researchers believed that having a pulse on the employee experience is critical to company culture and empathetic leadership. But right now that pulse is either weak or the empathy that CEOs demonstrate is not being articulated and/or executed in ways that employees see and feel.

Where there is disconnect researchers think that HR professionals should turn to data, such as employee surveys and exit interviews, to support the employee voice and their views on divisive matters like RTO.?

At the same time, CEOs must make a conscious effort to stay grounded in their employees’ workplace realities and dig for the truth, especially for what they’re not hearing. This includes being mindful of what’s not working and encouraging a safe environment for employee candor.

?? Leaders alone are not accountable for closing the empathy gap but everyone has a responsibility to be stewards of empathy and carry the torch.

Thank you ??? Businessolver ?researchers team for these insightful findings:

Jon Shanahan Marcy Klipfel (she/her/hers)

Dave Ulrich ?George Kemish LLM MCMI MIC ??

#futureofwork ?#peopleanalytics ?#mentalhealth #empathy