Updated as of 5 July 2025

Can a culture of kindness boost performance? According to Gallup, highly engaged employees have a 78% lower absenteeism rate and 70% have reported higher wellbeing. As Richard Branson once said, “Take care of your employees and they’ll take care of your business.” Humane employee relations go beyond policies—they’re about creating respectful, communicative, and balanced workplaces where people thrive. From conflict resolution to recognition rituals, this expert roundup dives into the principles and practices that turn employee relations into a catalyst for loyalty, engagement, and long-term success.

Respect and Dignity: The Foundation of Fair Treatment

One main rule I follow to ensure I treat employees kindly and fairly is to always show them respect and dignity. This means understanding that each person has their own experiences, strengths, and problems, and seeing them as whole individuals, not just workers. I aim to create a workplace where people feel comfortable talking openly and sharing their thoughts or concerns without fear of being judged or punished. By listening carefully and responding thoughtfully, I build trust and help employees feel like they belong. It’s also important to be honest and clear about how decisions are made so everyone understands the reasons behind them. Showing respect in this way helps create a positive environment where employees feel appreciated and motivated. When people are treated well and feel cared for, they tend to be more engaged and dedicated, which is good for both them and the organization.

Matthew Ramirez, Founder, Rephrasely

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Lead with Empathy While Maintaining High Expectations

I always treat every conversation—whether it’s about performance, feedback, or conflict—as if it were happening to me. That might sound simple, but it changes everything. Early on, I mishandled a tense situation with a team member who was struggling silently. I pushed for results without fully understanding their perspective. That moment stuck with me. Since then, I’ve made it a point to slow down, listen actively, and ask the extra question that gets beneath the surface. 

At spectup, we don’t sugarcoat things, but we do speak with honesty that’s rooted in care. You can hold high expectations and still lead with empathy—those aren’t opposites. One of our team members once said they felt more human after a tough feedback session, not less. That’s the line I aim for. We’re building people, not just productivity.

Niclas Schlopsna, Managing Consultant and CEO, spectup

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Listen with Intent: Building Trust Beyond Obligation

One core principle that shapes a humane approach to employee relations is listening with intent, not just obligation. At Edstellar, creating space for honest, judgment-free conversations—whether through regular check-ins, anonymous feedback loops, or open-door leadership policies—has made a significant difference. It’s not about reacting to issues, but proactively understanding what employees need to thrive. When people feel heard and valued beyond their output, it builds trust, loyalty, and psychological safety—key ingredients for both personal well-being and organizational performance.

Arvind Rongala, CEO, Edstellar

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Transparency as Respect: The Bridge to Trust

One principle I always come back to is treating transparency as a form of respect. Whether it’s about performance feedback, company changes, or growth opportunities, open communication builds trust and reduces anxiety. In fast-moving environments like ours, it’s easy to default to top-down decisions—but I’ve learned that looping employees into the “why” behind decisions not only makes the process more humane, it often leads to better outcomes. People want to feel seen, heard, and part of something bigger—and transparency is the bridge that makes that possible.

Anupa Rongala, CEO, Invensis Technologies

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Treat Team Members Like Clients, Not Just Employees

One principle I follow is treating every team member with the same level of respect and care that I offer my clients. It sounds simple, but over the years I’ve learned that building genuine relationships within your team isn’t just about being a boss, it’s about being human. My background in horticulture taught me that different plants need different environments to thrive, and I apply that same thinking to people. Some of my team members prefer clear structure, others need a bit more flexibility, so I take the time to get to know how each person works best. Being a certified horticulturist means I’ve developed a strong attention to detail and a deeper understanding of nurturing growth, and that applies to people just as much as it does to plants.

A great example of this is when one of my employees was going through a really rough time personally and was considering stepping away from work. Instead of pushing for productivity, I sat down with him, listened to what he needed, and adjusted his hours to give him space without risking his position. That decision didn’t come from a textbook. It came from 15 years of hands on experience and a deep belief that you build stronger teams through empathy, not pressure. That same employee ended up staying, and he’s now one of my most trusted team members, running his own crew under the Ozzie Mowing and Gardening name.

Andrew Osborne, Owner, Ozzie Mowing & Gardening

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Assume Good Intent First: The Trust Builder

One principle I’ve always stood by when it comes to employee relations is simple but often overlooked — assume good intent first. At Zapiy, that mindset has shaped how we build trust, resolve conflicts, and foster genuine collaboration. In the fast pace of tech and startups, it’s easy to slip into reactive thinking, especially when frustrations or misunderstandings surface. But I’ve learned that approaching every conversation — especially the tough ones — from the belief that people generally want to do good work and be part of something positive changes everything.

It shifts the tone from defensive to constructive. It encourages openness rather than silence. And it prevents small issues from escalating into resentment. I’ve seen this play out firsthand when an employee made a mistake that impacted a client project. Instead of immediately focusing on the error, we started by understanding their perspective, what led to the decision, and how we could prevent it together next time. The outcome wasn’t just fixing the mistake — it was building deeper trust, clarity, and ownership.

Assuming good intent doesn’t mean avoiding accountability — it means approaching it with empathy, which, in my experience, creates far more resilient teams.

Max Shak, Founder/CEO, Zapiy

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Assume Context, Not Character: The Leadership Shift

One mental model I keep going back to, especially when things feel chaotic, is “assume context, not character.” I learned this the hard way as a first-time manager when a great employee suddenly started missing deadlines. My instinct was frustration: “They’re slipping.” But when I paused and actually asked what was going on, I found out they were quietly dealing with a family emergency.

Since then, I’ve trained myself to step back and ask, “What might be affecting this person’s behavior that I can’t see?” It doesn’t mean I avoid hard conversations, it just means I lead with curiosity, not judgment. This shift has completely changed how I approach feedback, conflict, and even hiring. It’s made me a better listener, and in turn, has built more trust on my teams.

When everything’s moving fast and the pressure’s on, this model helps me stay grounded, because nine times out of ten, it’s not a character flaw. It’s just missing context.

Abhishek Shah, Founder, Testlify

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Kindness First: The Non-Negotiable Leadership Principle

Kindness First: The Non-Negotiable in Employee Relations

One principle I never compromise on is leading with kindness. It’s easy to get lost in targets, numbers, and growth. But behind every metric is a human being with a story, a struggle, a dream. When I lost my leg and my brother, I learned how vital it is to feel seen and heard. That lesson stays with me. I check in with my team beyond their job roles — as people. Kindness builds trust, and trust fuels every ounce of performance we see today.

Colin Potts, Chief Operating Officer, Regenerative Orthopedics & Sports Medicine

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Understand Context Before Judgment: The Trust Builder

One principle that guides a humane approach to employee relations is “assume context before judgment.” At Invensis Technologies, that means taking the time to understand the why behind an employee’s behavior or performance before reacting. Instead of defaulting to policies or metrics, the first step is a conversation—listening without bias, asking thoughtful questions, and acknowledging that people operate within complex personal and professional circumstances. This mindset not only builds trust but also fosters a culture where people feel seen, not just managed. When employees know they’re treated with empathy and fairness, engagement and accountability naturally follow.

Arvind Rongala, CEO, Invensis Learning

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Empathy: The Most Valuable Leadership Skill

I keep empathy at the forefront of every interaction I have and every decision I make. I truly think it’s the most valuable, important skill a leader can have. Looking back at my past experiences as a young person working all kinds of different jobs, there is a pretty clear distinction between the leaders I did and did not enjoy working with – the ones who didn’t have empathy were definitely worse to work with. Empathy humanizes everyone and helps you lead better.

Seamus Nally, CEO, TurboTenant

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Treat People Like People, Not Positions

At Ridgeline Recovery, the principle I stick to in employee relations is simple: treat people like people, not positions.

It sounds obvious, but it’s not the norm. Too many organizations manage employees like assets or liabilities—headcount, productivity stats, performance reviews. But in mental health and addiction treatment, you can’t lead like that. You’re dealing with people who carry the weight of other people’s trauma, grief, and struggle every single day. If you don’t take care of your team like human beings first, the whole system breaks.

When someone on my team’s performance dips, I don’t start with a warning—I start with a conversation. What’s going on? Are you okay? Do you need a break, support, or just someone to actually listen? Nine times out of ten, that approach prevents burnout before it snowballs. And they come back stronger, not resentful.

Humane leadership isn’t soft. It’s real. It means knowing your staff well enough to see when they’re off, and building enough trust that they’ll tell you without fear. It means accountability, but with compassion. Expectations, but with context.

Here’s the truth: if you take care of your people, they take care of your mission. That’s not just philosophy—it’s how Ridgeline keeps its heart beating.

So the principle? Lead with empathy. Every time. Not just when it’s convenient, not just when HR says to—every single time. It costs nothing, but it changes everything.

Andy Danec, Owner, Ridgeline Recovery LLC

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Active Empathy: Transform Transactions into Meaningful Connections

One principle I follow to ensure a truly humane approach to employee relations is active empathy—listening deeply to understand each employee’s unique perspective and needs without judgment. This means creating safe spaces for open dialogue, validating feelings, and responding with compassion rather than just policy enforcement. When employees feel genuinely heard and respected, trust flourishes, conflicts are resolved more constructively, and engagement grows. Prioritizing empathy humanizes the workplace, transforming employee relations from transactional interactions into meaningful connections that support wellbeing and foster loyalty.

Amir Husen, Content Writer, SEO Specialist & Associate, ICS Legal

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See the Human Before the Role

One Humane Principle That Guides My Work with CEOs

In employee relations, one principle I never stray from is seeing the human before the role. People aren’t just their roles or results — they’re complex, full-spectrum humans with dreams, worries, and lives beyond the office. When I work with CEOs on succession or talent strategy, I remind them to hold space for the humanity in every decision. That means pausing to ask, what might this person be experiencing right now? Humane leadership, in my view, is the discipline of checking in with empathy before taking action. It’s deceptively simple — but it changes everything.

Natalie Michael, Managing Partner, CEO Next Chapter

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Assume Good Intent: Curiosity Before Confrontation

The principle I lean on most in employee relations is to assume good intent. When someone misses a deadline or miscommunicates, we don’t jump straight to blame—we start by asking, “What else might be going on?” That simple shift sets the tone for curiosity, not confrontation.

It’s not about avoiding accountability—it’s about addressing the why before the what. This approach has led to more honest conversations, stronger loyalty, and fewer defensive interactions. When people know they won’t be punished for being human, they bring their best to work more consistently.

Eugene Leow Zhao Wei, Director, Marketing Agency Singapore

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Actioned Empathy: Treat Drivers Like Dinner Guests

I once pulled a driver off the schedule mid-week — not reprimanding him, but rather, providing him with much-needed rest after having driven 9 hours straight to deliver us a stranded client from Puebla, to their safe return in Mexico City.

That time reminded me of one thing: the most humane principle I adhere to is not in a manual but rather is a function of actioned empathy.

At Mexico-City-Private-Driver.com I have established a culture where my drivers know they are recognized as human beings, above all. Many of them are heads of their household, trying to make their way through life, in a place like CDMX. So, when one of them quietly told me his daughter had been hospitalized and he was concerned about missing the income that day, I pulled his shift and paid him in full. Not as charity – but because his dignity is more important than the margin of that day.

We schedule equitable tranches, rotate shifts marked by demand, and I call personal new driver after they finish their first week to ask them how they are really doing. That one call has lowered our early churn rate by 40%.

Empathy, without consistency, is just sentiment. My principle is simple: treat every driver, like they are a valued guest at your own dinner table. And yes, that sometimes means I have to sit myself in the driver seat too.

Martin Weidemann, Owner, Mexico-City-Private-Driver.com

About Humane HR Perspectives

Our round-up series “Humane HR Perspectives” examines the fundamentals of humanising human resources (HR) from the perspectives of top authorities within and relevant to the industry. Q&A sessions with founders, CEOs, HR professionals, business leaders, and other significant players who are influencing the direction of HR are included in every edition.

Throughout the employee life cycle, we address a wide range of subjects in this series, including recruitment and selection, onboarding, training and development, performance management, employee engagement, pay and benefits, and more. We also go over important topics like compliance, change management in the workplace, morale and welfare, workplace communications, and diversity and inclusion.

The “Humane HR Perspectives” series offers insightful advice and practical examples to help develop a more encouraging, productive, and successful workplace—whether you’re an HR professional, a business leader, or just someone who is enthusiastic about creating a great work environment. Join us as we explore the approaches, difficulties, and triumphs that characterise HR humanisation and acquire unique access to the knowledge and experiences of individuals spearheading the movement.

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