Far from being the buzzword du jour, empathy is the transformative – but often undervalued - force that influences your ability to recruit, retain, and yes, revolutionize talented teams.

When Star Tribune business reporter, Catherine Roberts recently wrote about the Star Tribune’s 2023 Top Workplaces, she mentioned the dramatic challenges and changes that employers have undergone since the pandemic. She then noted that, based on the survey answers received this year, the companies on the 2023 list “are likely to be more successful adapting to the new reality...”

Those comments are especially resonant to us at SkyWater Search Partners because we are one of those 2023-winning companies. This honor, and Roberts’ article particularly, has given our team a sense of validation for the approach we’ve taken since forming our firm nearly a decade ago. From the start, we decided that our growth and success would be built on a foundation of a positive, healthy workplace where people are supportive of each other.

When that’s the path you chart to your company’s success, you quickly discover the weight and influence that every single hire has on the happiness - and performance - of the whole team. In her description of what managers need to succeed, she zeroes in on the importance of strong interpersonal relationships, pointing to something that rarely gets enough attention: the role of empathy in leading great teams.

To me, empathy is the secret, stealth ingredient of profitable, resilient organizations. I’m hardly alone in that view. Roberts cites Microsoft CEO Satya Nadella’s recent description of empathy as “not something that you reserve just for your personal life… it is core to the creation of any value." He’s right. In my role as an executive recruiter, I see this fact validated all the time. Ask a candidate why they’re interested in leaving their employer – or why they’re not, even when another company will pay more – and their number one reason comes down to this: how much they believe their boss cares about them. This is about empathy.  

Yet, despite its clear benefits, empathy sometimes gets lost in the recruiting process, as hiring managers are understandably laser-focused on experience and more measurable, role-specific skills. Those qualifications are, understandably, so much easier to identify. By contrast, it takes a shift in focus, habits, and skills to prioritize empathy when hiring or promoting people.

But it’s worth it. Here are some things we’ve learned about empathy at work.

It’s intentional and consistent

Empathetic leadership goes beyond just listening, understanding, or “being nice.” It is the intentional practice of engaging with employees and colleagues on an emotional level in order to create a more inspiring work environment. That involves active listening skills that include asking questions with genuine interest, listening carefully to what people say, responding thoughtfully and compassionately – and remembering those conversations well enough to refer to them later. These are skills that can be cultivated through strong coaching and training.

It builds trust.

When team members feel heard and understood and believe that their manager is genuinely interested in helping them succeed, they are more likely to trust that leader. Few things motivate us to do our best for each other than the powerful belief that we’re part of a team that cares about each other.

It encourages collaboration.

By recognizing the feelings of others, managers can create a sense of unity across departments. Empathetic leadership helps break down silos and build stronger relationships between colleagues. 

It motivates the team.

Empathy helps managers recognize and reward good performance, which in turn encourages employees to put extra effort into their shared mission. When we show our appreciation for our team members, we boost morale and motivation, reinforcing a positive working environment where everyone feels valued.

It sustains teams during tough times.

Teams who care about each other are teams who count on each other. When they know their manager cares about each of them, they will rally to help the team weather any storm.

Calling for greater empathy in our managers isn't a call to minimize experience or other, more easily quantified qualifications. It’s a gentle nudge to shift – and expand – some hiring perspectives. As a “soft skill,” empathy is harder to define, but not impossible to identify. Searching for it is worth it. Because at the end of the day, a team fueled by empathy is so much more than just a pleasant place to work. It’s a place where individuals thrive and great work happens.

At SkyWater Search Partners, we excel at recognizing highly empathetic leaders and connecting them with organizations where they can thrive. If you’re interested in building higher-performing teams with more empathetic leaders, please reach out. We would love to talk!