The desire to feel seen, heard, and recognized is deeply human, making our relationships with others invaluable. This also holds true in the workplace —emotions are an inherent part of our experience, and we cannot simply leave them at the door. When ignored, they bottle up, impacting individuals, teams, and even the wider organization. Uncertain contexts or external forces (think an economic downturn, the pandemic, or war and political unrest) magnify these challenges creating even more of a need for employees to feel comfortable sharing how they feel.
In the Middle East & Levant, geopolitical unrest has led to a rise in PTSD, especially in conflict zone, this coupled with the fact that up to 80% of individuals avoid seeking help due to the stigma of mental health has resulted in a mental health crisis deeply unresolved. Addressing external tensions alone cannot resolve the internal emotional struggles many continue to face. Recent research indicates that stress and anxiety persist among Gen Zs and millennials, with 50% and 45%, respectively, reporting burnout at work (Deloitte, 2024).
As personal and professional challenges intersect, the role of organizations and leaders becomes critical. By creating space for their teams to bring their whole selves to work—not just the parts that feel positive—leaders can help foster environments where emotions are managed, not ignored, and where connection and well-being can thrive.
The Power of Human Connection
Maintaining meaningful human connections in the workplace improves team cohesion, well-being, engagement, performance, and productivity. It is also among the most effective - yet undervalued - retention strategies.
A recent report showed that “organizations with more human connections are 5.4 times more likely to be agile, 3.2 times more likely to have satisfied customers, and 2.3 times more likely to have engaged employees”. Having friends at work not only provides essential social and emotional support but is also linked to numerous key business outcomes, such as productivity and profitability, retention of associates, and the ability to engage customers and their internal partners (Gallup, 2023).
The Role of the Compassionate Leader
Leaders play a crucial role in addressing the emotional needs of their teams, especially during and after periods of heightened stress or uncertainty. It starts with listening—acknowledging and validating what individuals are experiencing. Creating an environment where emotions can be openly shared without fear of judgment fosters trust and stability, helping team members feel seen and supported. This requires leaders to model vulnerability and openness, setting the tone for a psychologically safe workplace.
Encouraging peer support, empathy, and compassion strengthens team bonds and mutual understanding. While empathy is a crucial starting point for understanding how others feel (I feel with you), compassion allows taking action to help others (I am here to help), strengthening further team connection. In other words, empathy + action = compassion.
Compassionate leadership involves taking small yet meaningful actions to support teams. Examples include scheduling one-on-one check-ins to understand individual challenges, offering access to mental health resources, or finding simple ways to alleviate daily pressures, like redistributing workloads or adjusting timelines. These actions don’t have to be time-consuming; even small gestures, like taking 40 seconds to acknowledge a team member’s concerns, can significantly reduce anxiety and strengthen trust.
By combining empathetic listening with practical support, leaders can create a culture where teams feel valued and connected. In doing so, they not only help individuals navigate challenges but also build stronger, more cohesive organizations where trust and collaboration are higher.
These are just a few reasons why leaders who create space for sharing can unlock the true power of human connection. To help foster this connection, here are some practical strategies and actionable recommendations for leaders.
How can leaders create a safe sharing space in the workplace?
1. Lead by Example
True compassionate leadership derives from focusing less on being “in charge” and more on “taking care of those who are in your charge” (Simon Sinek). It starts from within, by modeling the behaviors you want your team to adopt, either by showing vulnerability and transparency or sharing personal stories or anecdotes. This normalizes emotional discussions and demonstrates that it’s okay to express feelings at work. It also creates a psychologically safe environment where diverse emotions are welcomed, without judgment.
Try this: At your next standup, ask everyone, “How are you, really?” This simple yet powerful question encourages more meaningful responses beyond the usual “good” or “fine,” creating space for genuine connection.
2. Host Team Rituals
Rituals are a powerful way to foster connection and create a safe space for teams to share how they’re truly feeling. Their repeatability and predictability build trust, offering team members something reliable to count on amidst the uncertainties of work and life. When implemented with intention, rituals can transform team dynamics, nurturing openness and mutual understanding.
From weekly retrospectives where teams reflect on their successes and challenges, to dedicated "Team Time" sessions for sharing personal updates, rituals offer structured moments to connect. Even small gestures, like going for a "Walk on Wednesdays" can encourage openness. Leaders play a critical role in championing and modeling these rituals, ensuring they are meaningful and consistently practiced. The key is consistency—knowing these moments will happen regularly builds a sense of stability and trust within the team.
Try this: Browse our Ritual Bank for practical ideas and inspiration to implement within your team. These simple yet powerful practices can help create a culture of sharing, connection, and support.
3. Exercise Active Listening
Active Listening is the most influential factor in building trust and rapport in personal and professional relationships. It’s not just about hearing words but truly understanding the emotions and intentions behind them. Especially in times of uncertainty, people don’t always seek solutions—they want to feel heard, valued, and free to speak openly without fear of judgment. Leaders who prioritize active listening create an environment where individuals feel safe to share their concerns, fostering a sense of stability and trust.
The questions we ask play a critical role in this process. Rather than resorting to surface-level or binary questions like, “Do you need help?” or “Is there anything I can do?”, leaders can ask more thoughtful and open-ended questions. Phrases like, “How are you really? How are you today?”, “What can I take off your plate?” or “What can I do to make your day a little better?” demonstrate genuine care and invite meaningful conversations. These small but intentional actions can transform everyday interactions into opportunities for connection and support, especially when people need it most.
Try This: Take a moment to identify which of "The 5 Levels of Listening" you naturally default to in conversations. Reflect on how you can move up the pyramid by practicing more active listening—starting with identifying emotions, clarifying concerns, or paraphrasing points to ensure understanding. What small change can you make today to truly listen and connect?
4. Collect feedback and iterate
Leaders don’t always get it right—and that’s okay. What matters is the willingness to ask, listen, and adapt. Leaders who both give and ask for feedback more than double their effectiveness compared to those who only provide feedback. Actively seeking feedback shows your team that their voices matter and builds trust through consistent effort.
But uncertainty also makes it much harder for leaders to receive honest feedback. When people feel anxious or worry that their jobs might be at risk, they are often more hesitant to speak up, especially to senior members of the team. This is why it’s essential for leaders to create safe spaces where team members feel comfortable sharing their thoughts openly.
Feedback doesn’t have to be formal. Leaders can integrate it into regular team rituals like retrospectives or one-on-one check-ins, creating predictable opportunities for reflection and adjustment. Asking open-ended questions like, “What could I have done better to support you?” or “What would help you feel more comfortable sharing?” opens the door to honest conversations and signals your commitment to continuous improvement.
Try This: Develop a go-to question that feels natural to you and invites specific feedback, like “What’s one thing I can do to better support you?” Ask it regularly in your 1:1s to create a safe space for open and actionable conversations.
With one in five employees worldwide feeling lonely at work, fostering human connection has never been more urgent. In times of uncertainty, no one should navigate challenges alone. This is where leaders play a critical role— a leader’s ability to foster trust and connection becomes a cornerstone of stability when external forces feel unsteady.
Building meaningful connections starts with self-awareness and intentional action. It’s about crafting a culture where sharing is safe, emotions are valued, and support is tangible. Ask yourself: Are you modeling the openness and compassion you want to see in your team? Are you actively seeking feedback to understand how you can better support your team?
By taking these steps—both reflective and practical—leaders can transform everyday interactions into opportunities for deeper relationships, turning your workplace into a community where people feel seen, supported, and connected, no matter the uncertainties they face.
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