Last update: 21 July 2025

“People don’t leave jobs—they leave managers.” It’s a saying grounded in truth: research shows that feeling valued is a top driver of employee retention. Yet in the flurry of metrics and meetings, it’s easy to forget that workplaces are built on human relationships. What happens when HR professionals prioritize connection over compliance? When kindness becomes a culture, not just a trait? In this expert roundup, we explore what happens when people in HR receive feedback that goes beyond performance—moments where their impact is deeply felt. Slip into the world of humane HR, where dignity isn’t a perk—it’s part of the plan.

We asked thought leaders “When have you seen the impact of truly humane leadership — either as a giver or receiver — and what did it teach you?” Here’s what they say.

Compassionate Leadership Builds Trust During Business Challenges

As a business owner, I experienced how caring leadership truly makes a difference when my company was going through a tough time early on. Instead of demanding that my team meet every deadline without question, I was open about the problems we were facing and encouraged honest talks about stress and workload. I supported my team by offering flexible schedules and checking in regularly to understand what they needed. This kind of compassionate leadership built trust and loyalty, helping everyone stay motivated and work together despite the challenges. From this, I learned that good leadership isn’t just about achieving results; it’s about caring for the people who help make those results happen. Leading with kindness creates a stronger team by making people feel valued and supported. This approach boosts resilience, sparks creativity, and helps ensure long-term success for both the team and the business.

Matthew Ramirez, Founder, Rephrasely

——————————————-

Genuine Check-Ins Transform Team Dynamics

I saw the clearest impact of humane leadership during a particularly intense growth sprint with one of our portfolio startups. They were two weeks away from an investor demo day, team morale was slipping, and tensions were sky-high. One of our team members at spectup, instead of pushing harder, pulled the founder aside and simply asked, “How are you doing, really?” It wasn’t a dramatic moment — just a quiet, genuine check-in — but it shifted the entire energy. That founder later told me it was the first time in months someone acknowledged him as a human being, not just a fundraising machine.

It reminded me of a time early in my own career when a mentor gave me unexpected grace after I botched a presentation. I expected criticism, but instead got, “I’ve done worse — let’s fix it together.” That sentence kept me from walking away from consulting altogether. Humane leadership doesn’t mean being soft; it means being grounded in empathy while still driving results. At spectup, we’ve learned that genuine care isn’t a bonus — it’s a competitive edge. Startups trust us not just because we’re sharp, but because we see the people behind the pitch decks.

Niclas Schlopsna, Managing Consultant and CEO, spectup

——————————————-

Simple Check-Ins Create Trust Under Pressure

There was a time when our team was under a lot of pressure. Deadlines were tight, and honestly, people were burning out. I could see it in their faces. Instead of adding to the stress, I decided to pause. I started having one-on-one chats not about tasks, but just to ask, “How are you holding up?”

At first, a few were guarded. Then someone shared they were struggling at home and trying to keep it together at work. That hit me. I realized sometimes leadership isn’t about solving problems right away. It’s about letting people feel heard.

Since then, I’ve tried to build small habits like opening meetings with quick check-ins or telling people it’s okay to block off time when they need space. These aren’t huge changes, but they’ve built trust. And when people trust you, they give their best even in hard times.

Vikrant Bhalodia, Head of Marketing & People Ops, WeblineIndia

——————————————-

People First: Leadership That Strengthens Teams

I witnessed the impact of truly humane leadership during the early days of the pandemic when our warehouse faced supply chain delays and mounting pressure. Instead of pushing harder, our founder brought the team together, acknowledged the uncertainty, and personally reassured every employee that their well-being came first, even offering paid leave for anyone struggling with health or family matters.

That moment taught me that humane leadership isn’t about having all the answers, it’s about showing empathy and trust when people need it most. The team’s loyalty and morale surged, and we pulled through stronger. I learned that when leaders treat people as humans first, not just workers, the ripple effects are long-lasting and deeply powerful.

Xin Zhang, Marketing Director, Guyker

——————————————-

Empathy Transforms Garden Work Into Lasting Relationships

One moment that stands out was early on when I started Ozzie Mowing & Gardening. I had a client whose elderly father was unwell, and their garden had completely overgrown. They were overwhelmed and couldn’t keep up with the maintenance. Instead of just offering a quote, I took the time to listen, understand their situation, and created a plan that worked within their budget and timeframe. I even brought in extra help from my team at no extra cost to make sure it was done quickly. It wasn’t just about the work itself, it was about showing them care and respect during a tough time. That job ended with more than just a tidy garden. It gave the family some breathing room and a sense of relief. They’ve been loyal clients ever since and regularly refer others because of that experience.

Years of hands-on experience and my formal horticulture training meant I could assess the garden’s needs quickly and make decisions that saved time and money without cutting corners. But what really made the difference was leading with empathy. Humane leadership, for me, means treating every job as personal. It’s not just about plants and lawns. It’s about people, and that moment taught me that when you put people first, the work takes on a deeper value. That’s how you build trust, loyalty, and a lasting business.

Andrew Osborne, Owner, Ozzie Mowing & Gardening

——————————————-

Transparent Leadership Turns Burnout Into Team Resilience

One moment that stands out for me happened early in my journey building Zapiy.com. We were in the thick of launching our platform, working long hours, high pressure, and like many startups, running on sheer adrenaline. One of our top team members — incredibly talented, reliable, the type of person every founder wants in the trenches — came to me and opened up about burnout. They weren’t quitting, they weren’t asking for less work — they were simply being human and honest.

It would’ve been easy to brush it aside or just offer surface-level support. But I paused and reminded myself that building a company isn’t just about metrics — it’s about people, their health, their fulfillment, their ability to show up as themselves.

So we restructured their role temporarily. Reduced non-essential meetings. Set clearer, achievable expectations. And maybe most importantly, I shared my own moments of burnout and struggle as a founder. That transparency completely changed the dynamic — not just with that person, but across the team.

What I learned is that humane leadership isn’t soft — it’s actually what builds resilience. When people feel seen, they stay engaged, they’re more willing to speak up early, and the trust you create outlasts the challenges.

That moment taught me that you can’t separate business outcomes from how you show up for your people. It’s easy to talk about culture — but true, humane leadership shows up in those quieter, uncomfortable conversations. And the long-term impact? A stronger, more loyal, more human team.

Max Shak, Founder/CEO, Zapiy

——————————————-

Empathy Creates Stronger Teams Without Compromising Goals

I experienced the impact of truly humane leadership when I was managing a team during a particularly tough quarter. One of my team members was struggling with personal issues, and instead of pushing them to meet deadlines, I offered flexibility and understanding. I encouraged open communication and made sure they felt supported, rather than pressured. This approach not only helped the individual regain their focus but also strengthened the entire team’s trust and morale. It taught me that leading with empathy doesn’t mean compromising on goals—it creates a more resilient and motivated team. I’ve since adopted this style more consistently, focusing on understanding my team’s personal challenges and offering support when needed. It’s about recognizing that people are more than just their work—they bring their full selves to the job, and when that’s acknowledged, the results are far more sustainable.

Nikita Sherbina, Co-Founder & CEO, AIScreen

——————————————-

Seeing Whole People Unlocks Organizational Success

My journey through the logistics industry and entrepreneurship has taught me that truly humane leadership isn’t just about business metrics – it’s about seeing the whole person.

During my time bootstrapping ShipDaddy, we faced a critical moment when our warehousing capacity couldn’t keep pace with growth. A team member who’d always been quiet in meetings approached me privately with an innovative solution to reconfigure our warehouse layout. What struck me wasn’t just the brilliance of his idea, but that he’d never felt comfortable sharing before.

I realized I’d created an environment where some voices weren’t being heard. Instead of just implementing his solution, I transformed our leadership approach – creating structured opportunities for every team member to contribute, recognizing different communication styles, and making space for those who process information differently.

The impact was transformative. Not only did we solve our immediate capacity challenge, but we unlocked the collective intelligence of our entire team. Revenue doubled in the following quarters, but more importantly, retention improved dramatically.

This experience fundamentally shaped how we operate at Fulfill.com today. In the 3PL industry, there’s often pressure to focus exclusively on operational efficiency – pick rates, shipping speed, error percentages. While these metrics matter, I’ve learned that treating team members as whole humans first creates sustainable success.

When leaders genuinely care about their people’s wellbeing, professional growth, and unique contributions, those people deliver exceptional service to customers. The most successful 3PLs in our network aren’t just operationally sound – they’re led by people who understand this human element.

This lesson has become central to how I evaluate potential 3PL partners for our marketplace. Beyond capabilities and performance metrics, I look for evidence of humane leadership – because I know firsthand that’s what ultimately creates resilient organizations that serve eCommerce businesses exceptionally well.

Joe Spisak, CEO, Fulfill.com

——————————————-

Safety, Not Perfection: How Leaders Transform Teams

Humane leadership becomes clear when pressure hits. I’ve seen teams face high-stakes situations: tight deadlines, broken systems, customer escalations. What matters most in those moments isn’t the process. It’s how leaders show up. I once watched a leader walk into a chaotic room and say, “No blame. Fix it together.” That shift in tone changed everything. People stopped protecting themselves and started solving problems. Teams crossed roles. Communication opened up. Progress followed.

That experience taught me something confirmed again and again. People don’t need perfection. They need safety. When teams trust their leaders, they speak up faster, make better calls, and recover quicker. I’ve seen talented people shut down under pressure when they feared backlash. I’ve also seen less experienced teams thrive when they knew their leaders had their backs.

Since then, I’ve focused on creating that kind of environment. You don’t need big actions. What matters is how you listen, handle mistakes, and let people step up. When they stop fearing the risk of being wrong, they act faster and improve quicker. That’s where real progress starts.

Travis Rieken, Sr. Director of Product Management, Easy Ice

——————————————-

Humane Leadership Helps Employees Trust Themselves More

I have worked with truly humane leaders in the past during my career development, and I have also tried to apply similar strategies within my own leadership style. My major takeaway from both experiences has been just how well a team will respond to this type of leadership. In my experience, people working beneath a humane leader grow to trust their leadership and also themselves more. I have seen employees who are clearly accustomed to working beneath more authoritarian leaders truly blossom into excellent, autonomous, creative, and productive workers over time just by using a gentler and more humane leadership style.

Soumya Mahapatra, CEO, Essenvia

——————————————-

Small Acts of Empathy Inspire Professional Growth

I experienced the impact of truly humane leadership early in my career when a manager noticed I was overwhelmed but hesitant to ask for help. Instead of focusing solely on deadlines, they scheduled a one-on-one, not to discuss tasks, but to ask how I was really doing. They listened without judgment and worked with me to adjust my workload, emphasizing that mental health was just as important as performance. That experience taught me that humane leadership isn’t about grand gestures, it’s about noticing, listening, and responding with empathy. It not only helped me grow professionally but also inspired me to lead with that same level of care, knowing that people thrive when they feel understood and supported.

Qianqian He, Founder, BOXKING GAMING

——————————————-

Valuing People Over Results Drives Sustainable Success

I’ve witnessed the impact of truly humane leadership during a project where a manager prioritized empathy and open communication amid tight deadlines. As a receiver, I felt supported and motivated rather than pressured, which boosted my productivity and creativity. As a giver, I learned that acknowledging individual challenges and showing genuine care fosters trust and loyalty. This experience taught me that humane leadership creates an environment where people thrive, collaborate better, and navigate stress with resilience. It’s a reminder that leadership is not just about results but about valuing the people behind those results, ultimately driving sustainable success.

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

——————————————-

Seeing People First Accelerates Business Outcomes

I’ve seen the power of humane leadership most vividly during an M&A process a few years back. We were acquiring a smaller company whose founder had poured his life into the business. For him, this wasn’t just a transaction. It was his legacy, his team, and his personal identity all wrapped into one. I remember during negotiations, instead of focusing only on financials or deal terms, I spent real time listening to what mattered to him. We talked about his vision, how he wanted his people treated, and what a win actually looked like beyond his payout. By taking that extra time to understand his hopes and concerns, we built trust. In the end, he not only agreed to the deal, he became an enthusiastic partner post-close, helping drive growth in ways we hadn’t even forecast. That experience taught me humane leadership isn’t about grand gestures. It’s about slowing down just enough to truly see the person in front of you. The irony is that doing so actually accelerates outcomes. People want to work with leaders who see them as humans first, not just as means to an end. It’s something I try to carry with me in every conversation.

Neil Fried, Senior Vice President, EcoATMB2B

——————————————-

Trust Builds Resilience During Personal Crisis

A few months ago, one of my senior account leads was going through a sudden family crisis, and she messaged me just before our big press launch, saying she couldn’t focus. Instead of pushing deadlines, I told her to take the rest of the week off, reassigned her tasks to a backup team member, and checked in daily with a simple “How are you holding up?” text.

When she returned, she thanked me for trusting her to handle things her way and shared that knowing her job was secure gave her the mental space to support her family. Her first post-crisis deliverable was one of her best pitches yet—more thoughtful and empathetic than before. That taught me that truly humane leadership isn’t a soft extra; it’s the foundation for resilience, loyalty, and even stronger work when people feel genuinely cared for.

Samantha Stuart, Co-Founder, Magic City Pest Control

——————————————-

Beyond Metrics: Care Creates Sustained Performance

When I hit burnout midway through a year-long product rollout, my director surprised me with a “no-agenda” retreat day—just him, a notepad, and a walk around the lake. He didn’t quiz me on deliverables or deadlines; he asked how I was doing, what parts of the project felt draining, and where I needed support. That simple act of pausing to focus on genuine care reminded me that I was more than just my output, and it permitted me to ask for help without feeling weak.

On the other hand, I’ve tried to pay that forward by carving out monthly “pulse 1:1s” with my team, where we leave metrics behind and discuss life commitments, stressors, and small wins outside of work. One of those chats revealed a teammate struggling with a parent’s illness, so I reshuffled her workload and set up rotating coverage. Seeing her energy return and her gratitude taught me that humane leadership is the bedrock of sustained performance, trust, and loyalty.

Matt Purcell, Owner, PCI Pest Control

——————————————-

Compassion Without Strings Drives Team Performance

I saw the power of humane leadership last fall when one of our longest-tenured techs faced a sudden family emergency. Instead of insisting on strict hours, I told her to take the week off, kept her paycheck whole, and reassigned her calls without question. She returned two days early, and within a month, she’d led two of our biggest commercial jobs without missing a beat.

That experience drove home that compassion isn’t a “nice to have,” it’s the bedrock of trust. When you meet people’s real-life needs without strings attached, they don’t just repay you with loyalty—they outperform because they know you see them as humans first, employees second.

Anthony Sorrentino, Owner, Pest Pros of Michigan

——————————————-

Dignity Matters More Than Deadlines

I saw the impact of humane leadership firsthand when one of our freelancers missed a major deadline during a tough personal week. Instead of calling them out or cutting ties, I asked what they needed and offered to shift the project timeline, no guilt, just space. A few days later, they returned not only with the work completed but also with a thank-you message, stating that no one had ever treated them like a human and a professional at the same time.

That moment taught me that humane leadership is a strategic approach. When people feel safe, they don’t just stay loyal, they give their best work. Deadlines matter, but issues of dignity matter more. And when you lead with that in mind, everything else tends to take care of itself.

Brian Fontanella, Owner, Keystone Technology Consultants

——————————————-

People-First Culture Transforms Driver Loyalty

One of the best moments I ever witnessed of humane leadership came when one of my drivers broke down in the middle of his shift — not from traffic or a client, but because his daughter had been hospitalized unexpectedly. Rather than worry about logistics, I told him: “Go. We’ll handle the rest.” I personally completed his next airport transfer that day.

What started as empathetic action spiraled into a new company culture. The next day he returned to work with a calm but unwavering loyalty to the company and to me. Since then, he has trained 4 additional drivers, and his customer rankings are consistently in the top 3 out of over 30 drivers on our team.

That moment taught me that humane leadership is not simply about doing good things for people. It’s about trusting that when you put people first, they will bring their best to the work. In an industry where turnover is rampant because drivers are often treated more like hard assets, this shift in thinking helped lower turnover by 40% in 18 months and turned our service into a product clients described as “like being driven by family.”

Humane leadership is not a tactic. It is a culture. For me it started with the simple decision to act like a human first, and a boss second.

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

——————————————-

Valuing Humans Over Timelines Boosts Team Success

A few years ago, I worked under a manager who completely changed my understanding of leadership. We were going through a stressful product launch with tight deadlines and long hours. Everyone on the team was burnt out, including me. Instead of pushing us harder, she called an impromptu team meeting—not to talk about deliverables, but to simply check in on everyone’s well-being. She noticed we were mentally and physically drained and decided to pause the project for two days. Her reasoning was simple: “People matter more than timelines.”

That moment struck a deep chord. It wasn’t just about taking a break—it was about being seen as human, not just an employee. In those two days, she arranged optional workshops, casual catch-ups, and even brought in a counselor for anyone who wanted to talk. We returned not only more rested, but deeply motivated. The project ended up launching successfully, and morale was stronger than ever.

What I learned from that experience is that truly humane leadership creates loyalty, trust, and long-term productivity. It’s easy to lead when things are smooth, but it’s in the difficult moments that genuine leadership shows. Compassion and strength aren’t opposites—they’re partners. She taught me that you don’t have to choose between business goals and human care. When people feel valued beyond their output, they give their best—not because they have to, but because they want to.

Sidra Jefferi, Marketing Director, UbiFi

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.

Let Us Know What You Think

We’d love to read your thoughts! Join the conversation and share your insights with us.

• What key takeaways resonated with you the most?
• How do you see this topic impacting your business or organisation?
• What additional insights or experiences would you like to share?