Awakening Compassion at Work

Compassion in the workplace isn't just a nice-to-have—it directly impacts performance, innovation, and the well-being of everyone involved.

1: Suffering at Work is Avoidable Through Compassionate Leadership

Work is often rife with stress, but it doesn’t have to be filled with unnecessary suffering. Employees generally perform better when their emotional and personal experiences at work are acknowledged.

Executives typically see stress as an unavoidable aspect of the job. However, when they restructure or make changes without considering their team’s emotional well-being, unnecessary struggles surface. Take Patty, an executive assistant whose world was turned upside down after she was abruptly reassigned without notice. She went from being skilled and content to isolated and ineffective, highlighting how impersonal decision-making can harm morale.

Leaders like Andy, on the other hand, demonstrate the transformative power of compassion. When he noticed his employee Xian grieving the loss of his sister, Andy encouraged him to take leave and even invited him into his family circle, ensuring Xian felt cared for. Employees in compassionate environments, like Xian, are better equipped to manage personal crises while remaining part of the team.

Examples

• Patty's dip in performance after being randomly reassigned.
• Andy’s empathetic response to Xian’s loss boosted workplace trust and support.
• Employees in compassionate businesses report higher overall satisfaction and output.

2: Compassion Boosts Business Performance and Sparks Creativity

Compassionate companies aren’t just nicer places to work—they perform better financially and operationally. When employees feel cared for, they are more motivated, creative, and loyal.

Researcher Kim Cameron’s studies revealed compassionate workplaces reap financial rewards because workers are more engaged and productive. During tough periods, like following the 9/11 attacks, companies with understanding leadership saw employees collaborate better and remain committed. In comparison, those that lacked compassion witnessed disengagement and occasional sabotage.

Innovative solutions also stem from compassion. Dr. Govindappa Venkataswamy’s Aravind Eye Hospital is a prime example. His model of offering eye care to both paying and non-paying patients allowed the business to thrive while treating those in poverty. This compassionate principle attracted more affluent clients to balance the financial equation.

Examples

• Cameron’s findings on improved revenues in compassionate businesses.
• Gallup data showing heightened employee motivation post-9/11 in supportive companies.
• Aravind Eye Hospital’s inclusive care model growing both profitability and reach.

3: Spotting Workplace Suffering Takes Intentional Curiosity

Noticing when someone is struggling at work isn’t always straightforward, as employees often hide their distress due to fear or embarrassment. Leaders must cultivate curiosity and ask questions to uncover hidden struggles.

Dorothy, an insurance employee, concealed her family crisis and missed work out of shame. Her boss, Sandeep, noticed her unusual absences and had the courage to ask her open-ended questions, ultimately offering the help she needed. Without Sandeep’s inquiry, Dorothy’s silence might have cost her job.

Organizations can borrow from insights like those of Reut Livne-Tarandach, whose study on cancer patient support camps revealed that consistent, gentle inquiries reduce conflicts. Companies that adapt this habit foster trust and protect team dynamics, ensuring struggling employees feel supported, not shamed.

Examples

• Dorothy’s situation showed how being noticed by Sandeep averted job loss.
• Reut Livne-Tarandach’s inquiry-based approach lowered conflict among camp participants.
• Open-ended check-ins from leaders often reveal unseen struggles.

4: Rapid Judgment Blocks Compassion in Crisis

Many people make fast judgments about someone’s suffering, which can lower compassion in workplaces during stressful events. To build empathy, such blame-based reactions must be consciously overcome.

Judging others quickly often leads to assigning blame or assuming suffering is self-inflicted. A person may dismiss a struggling coworker as lazy or careless, instead of asking about the root cause of their behavior. This type of thinking was evident in businesses impacted by Hurricane Sandy. Some companies exhibited understanding of disaster-related struggles, while others accused employees of exploiting the event as an excuse, thereby alienating their team.

Choosing understanding over snap decisions fosters compassion. When workplaces encourage delay in judgment and seek causes rather than fault, morale remains intact, and relationships strengthen.

Examples

• Hurricane Sandy showed two approaches: understanding versus blaming.
• Misinterpreting a late employee as lazy instead of inquiring about their struggle.
• Delaying judgment opens pathways for curiosity and further discussion.

5: Empathy Depends on Perspective-Taking

Our brains are wired for empathy, but unless we make an effort to understand others’ perspectives, it can be overridden by workplace dynamics, such as fear of association.

Juana, a copy clerk in a law firm, made errors out of boredom and hopelessness in her role. Rather than helping her progress, her boss reprimanded her. Only when prompted by a third party, Veronica, did the boss consider Juana’s perspective and begin supporting her growth and eventual promotion aspirations.

Similarly, showing empathy involves more than understanding feelings—true empathy requires imagining yourself in someone else’s position and asking what support they need. Cognitive empathy helps foster a culture where employees’ potential thrives.

Examples

• Juana’s story highlights lack of empathy initially, later corrected through perspective-taking.
• Neuroscience proves empathy is instinctual, thwarted only by workplace fears.
• Perspective-taking turns emotional reactions into actionable support.

6: Compassion Without Action Doesn’t Go Far

Empathy is valuable, but it only makes a difference when it is accompanied by deliberate action. This can range from significant interventions to small gestures of care.

Nazima, overwhelmed by the loss of her niece, relied on Ed, a coworker, to step in and take over tasks so she could grieve. Beyond large efforts like these, smaller actions, such as a message of support or simply listening actively, send powerful signals of compassion.

When leaders notice signs of distress but fail to act, their empathy risks feeling hollow. Whether it’s a quick check-in or offering material support, actions show employees they matter.

Examples

• Ed stepping in for grieving Nazima ensured continuity and trust.
• An empathetic gesture, like timely messages of support, aided Nazima's recovery.
• Small yet meaningful actions build a cumulative culture of care.

7: Team Spirit Can Be Built with Effort

Some workplaces naturally foster camaraderie, while others need to design systems that promote care among colleagues. Small-unit groups encourage people to bond and step in when someone struggles.

Midwest Billing uses support pods to address workload spikes and encourage employees to help each other without hesitation. By assigning compassionate tasks to pods, the company unites new hires during orientation and strengthens team cohesion.

This strategy of grouping employees and focusing on cooperation inspires trust and becomes a pattern that even newcomers adopt, keeping workplace compassion alive.

Examples

• Midwest Billing employees solved challenges together within support pods.
• Subunits cultivated friendships that extended to teamwork.
• Compassionate collaboration reduced stress and improved operations.

8: Leaders Shape Workplace Culture Through Empathy

Leadership sets the tone for workplace behaviors, and empathy from the top inspires collective care. In difficult times, team members look for understanding leaders.

Pat Christen at HopeLab has made listening and personalized development a cornerstone of her leadership. She invests in her employees’ growth, even supporting their interests outside core job functions. LinkedIn’s Jeff Weiner also advocates for compassionate leadership, urging others to embrace it for organizational success.

A compassionate leader not only models care but sparks it in others, creating a ripple effect that benefits the broader company.

Examples

• Pat Christen’s learning funds encouraged employees’ personal passions.
• Jeff Weiner openly articulates the power of compassionate leadership.
• Leaders focusing on building connections uplift entire teams.

9: Compassion Creates Lasting Positive Work Environments

Compassionate workplaces thrive because they achieve results and provide meaningful human connection. By addressing struggles proactively, everyone feels valued and motivated.

Caring cultures like Midwest Billing or Aravind Eye Hospitals demonstrate efficiency doesn’t have to come at the cost of kindness. Compassion reduces turnover, improves morale, and always leaves a positive impression on employees and stakeholders alike.

When businesses intentionally center their practices on empathy, they set themselves apart as fulfilling and impactful places to work.

Examples

• Compassionate workplaces, like Aravind, balance care with sustainability.
• Solidarity at Midwest Billing optimizes operations and fosters happiness.
• Companies valuing empathy shine during trials and attract large loyal teams.

Takeaways

1. Create a habit of pausing and asking thoughtful questions before assuming the reasons behind someone's struggles.
2. Develop systems and structures—like small pods or team units—that naturally encourage colleagues to step in for each other during challenging times.
3. As a leader, regularly invest time in learning about each employee’s aspirations and challenges, offering both mentorship and support where possible.