Debunking 5 Myths about Empathy at Workplace

Workplace harassment. Microaggressions. Overworked staff. Employee burnout. The challenge of retaining top talent. Boom! Enter empathy, a leadership skill that is often shunned. Exhibiting empathy at the workplace is not a walk in the park—“seeing with the eyes of another, listening with the ears of another and feeling with the heart of another (Alfred Adler, psychiatrist)”—enables you to know what they feel, feel what they feel and provide support to the way they feel. Alright, why should I care, you ask? Valid question.

Employees who feel respected, valued and motivated can be the game changer for your organization; they will be more committed to their work. Empathetic leaders try to connect with their team members, not office politics. They practice active listening and two-way communication, bat for a productive work environment, provide assistance during work overload and lead by example with better decision making. Leaders who prioritize empathy are indeed more likely to retain and attract employees.

The innate ability to put oneself in someone else’s shoes and invest in employees’ success demands untangling indecisiveness to steer cost-saving measures and navigate the soaring demand of work. Whatever the reason, empathy is gradually rising through the ranks.

Although millions of people read and post about empathy, it is pivotal to dispel the myths so that you do not overlook your efforts at creating a sense of belonging.

• Myth 1: Having empathy for someone is showing weakness: Leaders do not have to be experts in mental health to show empathy and emotional intelligence. Empathy is an invaluable armory up your sleeve to build trust, boost connection, retention and work-life balance, navigate challenges and resolve conflicts. Successful leaders such as Satya Nadella have spoken highly of empathy. You decide, is it a sign of weakness?
• Myth 2: Business outcomes and KPIs are ‘more’ significant: The reality is empathy complements KPIs and business outcomes. A 2023 Gallup report claimed that actively disengaged employees cost over USD 8.8 trillion in lost productivity globally. Letting your employees and colleagues know that you care is a strategic advantage to drive business growth, enabling employees to remain committed to one’s work and organization. It engineers innovation, customer service, job satisfaction, work culture, productivity and motivation.
• Myth 3: Empathy is lack of accountability: Does accountability go south when leaders are too gentle? Well, the Center for Creative Leadership may have a different perspective. In April 2024, it published a report suggesting that managers practicing empathetic leadership toward direct reports were seen as better performers by their bosses. Employees want to be held accountable and want their leaders to bank on them; after all, it can bring the best out of them. And yes, you don’t need to agree with each other. When they know their needs will be met by compassion, they are likely to take ownership of their part in the project.
• Myth 4: Empathy should not be exhibited in the workplace: Lack of support from leadership can have a bearing on mental health. According to Businessolver’s 2024 State of Workplace Empathy, people who view their workplace as toxic are 47% more likely to experience a mental health issue. Meanwhile, 88% of employees are willing to stay with an employer that exhibits empathy, including flexibility at work, investments in professional development and diversifying mental health benefits. Undoubtedly, exhibiting empathy in the workplace should not be a luxury but a necessity.?
• Myth 5: Empathy cannot be taught: While genetic influences may help someone empathize, training and learning can do a world of good, helping you hone empathetic leadership skills. For instance, you can pick a book (or an e-book) to increase your empathy. Even if you are taciturn, do not hesitate to talk to someone and pay attention to their feelings—facial gestures, enunciation and body language. You can ask questions: “You sound poignant. Is everything all right?” Besides, you may have to develop cognitive empathy if you juggle remote work with virtual learning duties and parental care.

Hold on! Now that you know what empathy is not, it is time to turn the page to a crescendo with a bated breath. The tripartite of workplace stress management, employee experience management and social and emotional learning adorn empathy. In polarizing times, the following dynamics can help you bridge the empathy gap:

Building Empathy in a Fragmented World of Workplace Stress

The scar of the COVID-19 pandemic has had a toll on workplace stress, accentuating the trend for remote work culture. According to a 2024 survey from Confederation of Indian Industry (CII) and Faculty of Management Studies (FMS), remote working has led to “less stress” and can boost the energy levels of employees. Add to it the flexibility in work schedule that enhances workers’ productivity.

A 2024 report from Businessolver inferred that 94% of the surveyed employees stated that flexible work hour is the top way for employers to exhibit emphatic benefits, even surpassing an annual compensation increase. Yes, you read that right! The study also claimed that 85% of CEOs, 79% of HRs and 67% of employees are inclined to work long hours for an empathetic company.

The impact of remote work culture and work-life balance on empathetic people management behavior cannot be overstated. However, remarks from business tycoons such as Elon Musk have sparked a debate on workplace stress management.

Several media houses quoted Billionaire Musk’s post (from February 2, 2025) on X, stating that working on weekends is a “superpower” and that DOGE (the newly created Department of Government Efficiency in the U.S.) works 120 hours a week. Will the move make a difference in the employee benefits and work-life balance?

Finding Business Success with Employee Experience Management

CEOs, HRs and employees put a premium on how employees experience the workplace to provide a positive work environment. If you are an employee experience manager, you may use resources to assess workplace sentiments and company morale, unlocking areas that require improvements. You may go a step further to prioritize employee well-being and an ‘in it together’ mentality and adopt advanced tools to keep up with employees’ needs and expectations.

Imagine you are recruiting a new talent; what a moment to demonstrate emphatic skills that will help the prospective employee feel a strong connection to the team. That is not all. Employee experience managers and HRs boost employee motivation and listen to their concerns. They build bridges, not egos. They avoid judgment and breakdown communication barriers through one-on-one interaction and propel a culture of care. Employee experience management seems to shut the Pandora Box.

Empathy is Contagious with Social and Emotional Learning (SEL)

Emotional intelligence and empathy at work go hand-in-hand. UNESCO defines social and emotional learning (SEL) as the process of developing the skills, knowledge and attitudes to make responsible decisions, set goals, build positive relationships and manage emotions. It can help you overcome anxiety and stress through emotional stability, optimism, empathy and respect. Employees with high social and emotional learning are more likely to stay phlegmatic and respond to others with empathy.

Indeed, 21st-century leadership demands SEL to yield better choices and decisions. You are a CEO, and you have the onus of building relationships with demanding customers and employees. What better than SEL for frontline leaders and C-suite leaders to train employees through their blind spots. For instance, some employees may vent their frustration on office colleagues, without realizing its repercussions. Indeed, empathy is the antidote to conflicts and anger.

Leaders with strong social and emotional learning skills can exhibit concerns for employees and negate finger-pointing, a vital cog to counter employee attrition and high employee turnover. At a time when attracting and retaining top talents are indispensable, what employee benefits companies offer will be the harbinger of organizational resilience to overcome today’s challenges to seize tomorrow’s opportunities.

Achieving Balance between Growth and Altruism

By no means does empathy allude to David and Goliath. In fact, it is a psychological hug wherein leaders find open discussions, self-reflection and relentless learning to channel employees’ anxiety and stress into growth and business success. A sense of belonging on the back of empathy will be invaluable to thrive amidst economic turbulence. The bottom line is that companies should not hesitate to invest in teaching soft skills to remove the blind spots and foster ROI.

More than ever, if there is one secret to success, leaders should serve as role models in empathy, forge authentic connections, foster growth and build trust. You do not need an empathy exodus that will weaken leadership pipelines, dent organizational performance and impede retention.

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