Updated as of 14 July 2025

“People will forget what you said…but never how you made them feel.” Maya Angelou wasn’t in HR, but she captured its essence. HR isn’t just rules—it’s relationships. Beyond handbooks and KPIs, the real work is making people feel seen, safe, and supported. According to reports, 79% of employees quit due to lack of appreciation—so recognition isn’t extra, it’s essential. Empathy isn’t soft; it’s strategic. Great HR asks, “What do you need to thrive?” The truest success? Hearing, “Because of you, I felt valued.” In an evolving world of work, one thing remains: HR is about humans. And that’s the strategy that lasts.

We asked leaders and industry professionals: “As an HR professional, what’s the most meaningful compliment or feedback you’ve ever received — and what did it reveal about the power of human connection at work?” Here’s what they shared — moments that go beyond metrics and speak to the heart of what HR is really about.

Trust Builds Safety for Solo Female Travelers

“I’ve never felt safer getting into a car with a stranger in a foreign country.” These very words spoken from a solo female traveler from Germany still reverberate in my mind. She requested our service after reading how I vet each driver, make sure every check point vehicle is clean, and evaluate every route in real-time. This was not just a 5-star review but a reminder of why I developed Mexico-City-Private-Driver.com in the first place.

This happened last year, on a busy weekend when Mexico City was hosting a major medical congress. She had arrived late and was staying in Polanco, and her hotel had not set up transport. She found us online, booked instantly with clear pricing, received her driver’s name and photo in minutes, and provided her family with her live location, all within our system. That night she stated she was calm from the moment she entered our car—a kind of calmness rarely experienced when traveling internationally.

This feedback was a reminder to me: safety is more than logistics. It is emotional. It is the trust that is built when a human feels recognized, cared for, and safe—even in the strangest of unknown cities.

In our business, human connection is everything. The nice cars, the scheduling technology, the bilingual drivers—they all matter. But it is the personal messages I send before a ride, the genuine smile from a chauffeur who is waiting at the exit gate, the certainty that you will get to where you need to go—that is all the difference, and that singular kind word summed it all up.

What I learned is simple but powerful: when a client thinks that you are thinking ahead of them, you’re keeping care of their experience as if they were your own family member — that is the kind of connection that can turn a service into something unforgettable.

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

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Care Transforms Facilities into Healing Communities

It was a comment during a licensing inspection, of all places. One of the evaluators said, “This place doesn’t feel like a facility. It feels like people actually care.” That stuck with me. We had just walked through the detox floor, and a nurse was sitting on the edge of a client’s bed, listening. Not talking, not rushing. Just listening.

That compliment wasn’t about our infrastructure or clinical metrics, it was about presence. And in the behavioral health space, that’s everything. People arrive at our doors disoriented and raw. If the environment feels transactional, they shut down. But when empathy saturates the air, when even an outsider feels it on a walk-through, it means we’re doing something right.

From a leadership standpoint, that moment clarified my job. My financial models and site plans had to bend around the goal of making people feel safe and seen. That feedback wasn’t just kind, it was instructive. It revealed that human connection isn’t the “soft stuff.” It’s the standard.

Brian Chasin, CFO & co-founder at SOBA New Jersey, SOBA New Jersey

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Five Unscheduled Minutes Can Restore Purpose

I once received a handwritten note from a team member that simply said: “You reminded me why I wanted to work in healthcare in the first place.” It arrived after a particularly heavy week, client crises, staff burnout, back-to-back policy changes. I had paused one afternoon to check in with this employee privately. We didn’t talk KPIs or documentation. Just grief, fear, and why she chose this path.

The note reminded me that connection doesn’t always happen in case reviews or strategy sessions. Sometimes it happens in the five unscheduled minutes you give to someone who’s barely holding on. That kind of presence, when authentic, can re-anchor a person to their purpose.

To me, the most powerful leadership isn’t visible in the org chart, it’s in moments that feel small but land deep. That compliment reframed my understanding of influence: Human connection doesn’t dilute operational excellence. It defines it.

Sean Smith, Founder, CEO & ex Head of HR, Alpas Wellness

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Dignity Before Treatment: The Core of Care

I was walking a client out after discharge, one of many moments in a typical week, when he turned and said, “You treated me like I mattered before I believed I did.” It wasn’t a formal review. Just a parting sentence. But I think about it often.

In detox, people arrive at their lowest. Their self-worth is fractured. What we offer first isn’t treatment, it’s dignity. That one line showed me the magnitude of what we often overlook. The way staff say a name, make eye contact, or explain something without judgment isn’t peripheral to care, it is the care.

That feedback recalibrated our training approach. I now frame orientation around this concept: How do we communicate worth before a client sees their own? It shifted how we think about roles, too, every staff member is part of emotional triage. That moment, brief as it was, changed our operational culture more than any workshop ever could.

Tzvi Heber, CEO & Counselor, Ascendant New York

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Belief Becomes Standard When Leaders Defend Hope

A client’s mother once told me, “You believed in her before she could show you why.” Her daughter had relapsed twice before arriving at our program. By the books, the odds were grim. But belief isn’t based on odds, it’s something you extend unconditionally in this work, especially when the person can’t access it for themselves.

That feedback brought me back to my own experience as a client. I remembered the tension between shame and hope, and how even the smallest sign that someone was rooting for me shifted the trajectory of my treatment. The mother’s words reflected something we often miss in metrics: the emotional risk staff take when they choose to believe in someone who’s still in freefall.

It reminded me that leadership is not about policies. It’s about defending belief as a professional standard. Because when belief is part of the culture, it changes everything, from how we handle setbacks to how we define success.

Maddy Nahigyan, Chief Operating Officer, Ocean Recovery

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Stability Under Pressure Creates Contagious Leadership

After a particularly rough client discharge, a tech said to me, “You don’t flinch when things get messy.” I hadn’t realized anyone was watching. But apparently the way I showed up, steady, direct, not sugarcoating the outcome, left an impression. That compliment wasn’t about being tough. It was about being present when others want to pull back.

In behavioral health, chaos is part of the job. People decompensate. Emotions spike. Staff burnout is real. I’ve learned that stability is contagious. When a leader remains grounded, it gives others permission to do the same. That tech’s words made me reflect on how leadership shows up in the margins, in tone of voice, posture, the speed of a decision.

It also challenged me to build leadership into every layer of the organization. If consistency under pressure is what gets noticed, then that’s what we need to model and reinforce. That compliment may have been offhand, but it revealed what people need most: a calm center in a volatile field.

Joshua Zeises, CEO & CMO, Paramount Wellness Retreat

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Recovery Workplace Honors Staff Vulnerability Too

During a casual Friday staff check-in, one of our team members said, “This is the first place I’ve worked where it feels like we’re in recovery too.” That stopped me. I’ve always built programs focused on client outcomes, but that moment highlighted the parallel track: our staff’s healing.

I’m in long-term recovery myself. I know what it means to be surrounded by people who don’t just clock in, they show up because they’ve lived it. When that team member made that comment, I realized we’d cultivated something rare: a workplace where vulnerability wasn’t penalized, it was honored.

That feedback changed how I led. I began treating team development like relapse prevention, making space for honesty, pressure release, and personal reflection. Because when staff feel seen and supported, they pass that safety on to clients. The power of human connection isn’t just in therapy rooms. It’s in lunch breaks, shift overlaps, and the silent agreement that no one here has to pretend.

Ryan Hetrick, CEO & co-founder, Epiphany Wellness

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Family Reconnection Proves True Recovery Success

Years ago, a father called me after his son had completed our program. He said, “I didn’t just get my son back. I got my family back.” That one sentence crystallized everything I’d built Able To Change Recovery to stand for. We weren’t just helping individuals, we were mending entire systems fractured by addiction.

What struck me most was his choice of words. He didn’t thank us for treatment plans or protocols. He thanked us for reconnection. It validated the philosophy I’d trusted from the beginning: that recovery must extend beyond the client to everyone in their ecosystem.

That call changed the way I viewed outcomes. We began inviting more family involvement, increasing wraparound support, and training staff to engage loved ones as partners in the healing process. It reminded me that data can’t always capture what matters most.

The power of human connection isn’t a soft metric. It’s often the most reliable indicator that the work is working.

Saralyn Cohen, CEO & Founder, Able To Change Recovery

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Relentless Love Transforms Beyond Clinical Success

I’ll never forget a client who looked me in the eye and said, “You loved me until I could do it myself.” That wasn’t therapy language. That was raw, unscripted truth from someone who had been in and out of institutions for years, expecting more punishment than healing.

In that moment, I saw the real purpose of Brooks Healing Center. It wasn’t about programming alone, it was about being a place where people were met with compassion before judgment. The compliment wasn’t about clinical success. It was about emotional anchoring.

I built this place because I needed it once. So when someone acknowledges that we love people through the worst parts of themselves, it affirms every hard decision we’ve made, from hiring staff who lead with empathy to creating an environment that doesn’t mimic incarceration.

That feedback didn’t flatter me. It humbled me. Because it showed that love, steady, unshaken, relentless, can be the most transformative tool we have.

Tyler Bowman, Founder & CEO, Brooks Healing Center

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Spaces Without Shame Allow Survivors to Heal

A former client once said, “You gave me a place where I didn’t have to be ashamed of surviving.” That sentence has stayed with me longer than any award or milestone. When you’ve lived through addiction yourself, you don’t forget what it feels like to walk into a room unsure whether you’ll be judged or helped. So I built Southeast with that memory in mind.

That compliment meant we’d succeeded in creating a space that didn’t pathologize pain. It recognized that the human connection starts not with intervention, but with acceptance. It also reminded me that the tone of an organization is set long before therapy begins. It’s in how staff answer the phone, how intake is handled, and how silence is treated in group rooms.

To me, that moment affirmed a simple truth: People don’t heal in isolation. They heal when they’re not made to feel defective for being broken. The compliment wasn’t about me, it was about the culture we’ve built, where survival is honored, not hidden.

Garrett Diamantides, CEO, Southeast Addiction Tennessee

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Visible Vulnerability Breaks Barriers to Recovery

At a school talk I gave years ago, a student approached me afterward and said, “I didn’t know someone like you could struggle too.” He’d been quietly battling substance issues and assumed people who now “had it together” had never been where he was. That brief comment reframed how I tell my story, and why I tell it at all.

I started Synergy because recovery saved my life. But I kept thinking about that student and how easy it is to assume recovery leaders have always been confident, composed, and out of reach. His words revealed the barrier that silence builds. And how powerful it is when vulnerability becomes visible.

After that, I shifted how I trained staff and how I presented publicly. I made space for authenticity, not just credentials. And I encouraged everyone on our team, clinical or not, to be human first. That one sentence showed me that connection starts when someone sees their future in your past.

Timothy Brooks, CEO, Synergy Houses

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Dentistry Transforms Through Deliberate Mentorship Culture

It came from an intern shadowing me one summer. At the end of her rotation, she said, “I never thought dentistry could feel like mentorship until now.” She had expected technical drills, maybe some lectures, but not the day-to-day coaching, the check-ins, the shared lunches with the team.

I realized then how much culture bleeds through the small moments. Yes, we straighten teeth. But what makes our practice thrive is the attention we give to growth, of our patients and of the people working behind the scenes.

That feedback didn’t just affirm my mentorship values, it reminded me to stay deliberate about them. It pushed me to formalize our mentorship track, expand our pre-dental shadowing program, and speak more candidly about how professional growth begins with human connection. It also reminded me that leadership isn’t about perfection. It’s about presence.

Randy Kunik, CEO & Founder, Kunik Orthodontics

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Small Moments of Recognition Create Lasting Impact

One of the most meaningful compliments I’ve received didn’t come in a formal review or a public setting — it was a quiet message from a team member who had been struggling personally and professionally. They told me, “You made me feel like more than an employee — like a person worth investing in.”

At the time, I had simply made space to listen, offered flexibility, and connected them with resources — things that, to me, felt like basic leadership responsibilities. But that feedback reminded me how rare it can be for people to feel truly seen at work. It revealed the real power of human connection isn’t in grand gestures — it’s in the small, consistent moments where we remind people they matter beyond their output.

For me, that shaped how I approach leadership at Nerdigital.com. Processes, policies, KPIs — they’re essential. But if you forget the human element, you lose the heart of your company. That feedback stays with me every day.

Max Shak, Founder/CEO, nerDigital

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Mentorship Reflects Value Beyond College Admissions

A student once wrote to me after their college acceptance: “You didn’t just help me get in, you helped me see who I already was.” It stopped me. We’d spent months editing essays and fine-tuning strategy, but what stayed with him was the way we talked about identity and self-worth.

That compliment revealed something critical about education: it’s not just about guidance, it’s about reflection. Students often come to us buried under pressure and metrics, unsure of what actually makes them valuable. When we take the time to notice, to ask better questions, to listen harder, we offer more than admissions help. We offer clarity.

That moment pushed me to train our team differently. I encouraged them to see every interaction as a chance to reflect someone’s value back to them. Because the true power of mentorship lies not in answers, but in helping someone reclaim their own.

Joel Butterly, CEO & Founder, InGenius Prep

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Psychological Safety Becomes Structural Business Advantage

The most meaningful feedback I ever received was when a team member told me, “You made it okay to say I was struggling — and I’ve never had that at work before.” It wasn’t about a policy or a perk — it was about creating space where people felt safe showing up as they were. That moment stuck with me because it reminded me that connection isn’t built through quarterly check-ins — it’s built in small, real-time moments where someone feels heard without judgment.

That compliment revealed the power of psychological safety in a way no training ever could. When people feel safe being honest, they don’t just work better — they stay longer, support each other more, and bring their full selves to the table. In HR, empathy isn’t a soft skill — it’s a structural advantage.

Andrew Peluso, Founder, What Kind Of Bug Is This

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Trust Creates Ownership That Money Cannot Buy

One piece of feedback I’ll never forget came from an early team member who said,

“You treated me like a partner, not just an employee, and that made me show up differently.”

At the time, we were a tiny startup figuring things out. I didn’t have formal HR systems in place, but I made it a point to include team members in big decisions, ask for their input, and be transparent, even when things were messy. I didn’t realize how much that meant until they told me it was the first time they felt truly trusted at work.

That moment reminded me: people don’t just want a job, they want to feel ownership. And when you treat people with real trust and respect, it changes how they show up. That kind of connection? You can’t buy it,  you build it.

Abhishek Shah, Founder, Testlify

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Empathy Builds Bridges During Organizational Change

One of the most meaningful compliments I ever received as an HR professional came after a particularly challenging restructuring. A team member told me, “You made me feel seen and valued when everything felt uncertain.” That moment revealed to me how critical genuine human connection is during times of change. It’s easy to get lost in policies and processes, but what really matters is empathy—listening without judgment and acknowledging people’s fears and hopes. That feedback reminded me that HR isn’t just about managing talent or compliance; it’s about being a bridge that holds the team together. When employees feel truly heard, it builds trust that ripples through the organization, making even difficult transitions more humane and productive. It’s a simple truth that human connection is the foundation of lasting workplace culture.

Nikita Sherbina, Co-Founder & CEO, AIScreen

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Thirty-Second Check-Ins Create Culture, Not Policies

The most meaningful feedback I’ve ever received didn’t come in a formal review or polished email. It came from one of our behavioral techs who pulled me aside and said, “You made me feel like I mattered—even when I didn’t have the words to say it yet.”

That hit hard.

This wasn’t someone in a leadership role. He was newer, quiet, kept his head down, didn’t speak up much in meetings. But what I didn’t realize was that every time I asked how he was doing, every time I gave him space to speak—even if he didn’t take it—I was sending a message: you belong here.

That moment reminded me of something we often forget in HR and leadership. Culture isn’t built in policy manuals or PowerPoint decks. It’s built in the 30-second hallway check-ins, the eye contact, the follow-through when someone’s struggling. It’s built in moments where people feel seen, not managed.

In our line of work—addiction treatment—the emotional load is heavy. Staff burnout is real. What keeps people going isn’t just the mission—it’s knowing the people around them care enough to notice when they’re not okay. That’s not just HR. That’s human.

That compliment revealed that the smallest gestures carry the most weight. And it shifted how I lead. Now, I don’t wait for team members to open up. I create enough safety and consistency so they can.

At Ridgeline, we don’t just invest in clinical excellence. We invest in human connection—on both sides of care. Because when people feel valued at work, they pour that same care into our clients. That ripple effect? That’s culture. That’s healing. That’s why we do what we do.

Andy Danec, Owner, Ridgeline Recovery LLC

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Basic Respect Builds Careers in Trade Industries

An apprentice once told me, “You made me feel like I belonged at the table, even when I didn’t know what half the terms meant.” She was new to the industry, the only woman in the field team at the time, and visibly nervous during meetings.

That moment stayed with me because it showed how easy it is to overlook inclusion as a feeling, not just a policy. I hadn’t done anything dramatic, just explained things without condescension, asked her opinion, and made sure she was introduced by name.

But that compliment changed how I thought about mentorship. It pushed me to formalize it at Viking Roofing and create a culture where no one has to earn basic respect. Especially in trades, that kind of human connection at work builds careers, and keeps people from walking away before they find their footing.

Karen Sampolski, CFO, Viking Roofing

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Human Connection Forms Foundation of Thriving Organizations

One of the most meaningful compliments I’ve received as an HR professional was being told that my efforts made employees feel truly heard and valued, not just managed. This feedback highlighted the profound impact of authentic human connection in the workplace. It revealed that beyond policies and processes, people crave empathy, understanding, and genuine relationships. When employees feel connected and supported, engagement and productivity soar. This experience reinforced that HR’s role is not only about compliance but about fostering a culture where every individual feels respected and motivated. It’s a powerful reminder that human connection is the foundation of a thriving organization.

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

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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