When these three needs are met, HR sees a 1245% rise in 'good work'

Are you compassionate as an employer? Do you put people above profits? Would you rather your culture was on point than your overheads? The rise of the empathetic leader isn’t necessarily a new phenomenon – but it one that’s gained momentum since the pandemic. Employees are actively choosing to work for companies that commit to social justice, that support green initiatives and encourage volunteering. Sitting at the helm of these ‘good’ organizations are compassionate leadership teams – and they’re the reason their businesses are beating the Great Resignation.

“Compassion is so important, because it’s a gateway to building trust, understanding and meaningful connections – which are foundational to strong cultures of engagement and retention,” added Meghan Stettler, director of the O.C. Tanner Institute, told HRD: “I think a key part of compassion is listening, and I love what Martha Cladwell says: ‘The mere act of listening helps relieve the pain that often clouds perception, and when people feel heard, validated, and understood, they are better able to figure out solutions’.”

Read more: Can HR spot signs that an employee is about to quit?

And the data’s there to back up the sentiment. According to research cited by O.C Tanner, there’s three psychological needs that all humans need in order to thrive - autonomy (freedom of choice), mastery (developing and demonstrating expertise), and connection (closeness and belonging). If all three of these needs are met, there’s a 719% increase in the likelihood that employees will love their role – and as a direct result, employers will see a 1245% increase in productivity and results.

“There’s been a lot of pain associated with the health, economic and social trauma over the past two years, and as organizations it’s important to take time to listen to people’s perspectives and experiences in identifying better pathways forward,” added Stettler. “This includes receiving feedback through multiple modalities, communicating the results, taking visible action, and broadcasting the changes widely. When companies have active, multi-method, frequent listening, there is a 1,250% increase in the odds and employee will be highly engaged, and 334% increase in the odds an employee will highly rate their employee experience.”

Read more: The real reason your employees quit