Compassion Increases Trust

Cathie Leimbach • July 19, 2022

“People put faith in those who care beyond themselves,” says David Horsager. “And feeling cared for increases trust.”


Imagine a working environment where professional relationships are built on a base of mutual trust and respect. Such workplaces are compassionate, and in turn, happier.


Compassion is a process involving the ability to be aware of, feel, or perceive another human’s pain and to be with them or take action to relieve their suffering.


Meysam Poorkavoos believes there are three main problems that organizations have which impede showing compassion in the workplace.


1.       Their workplace lacks an open culture where employees are comfortable sharing their issues and problems.

2.      Managers aren’t really interested in people. They focus on outcomes without caring about the people who achieve them.

3.      Policies and procedures tend to get in the way so people don’t see when staff need support.


Poorkavoos suggests 7 tips for increasing compassion and trust in the workplace.


1.      Get to know your colleagues better. Ask them about their life.

2.      Offer to help a co-worker when they are struggling with something that you are strong at.

3.      Notice a colleague’s mental well-being and ask how you can help them.

4.      Praise employees in front of others to show appreciation for their good work.

5.      Be a kind, supportive leader or manager by encouraging them and offering flexibility.

6.      Encourage constructive criticism to help colleagues be more effective at work.

7.      Start with self-compassion by giving yourself slack when you have a bad day.


We are all human. We are emotional beings. Let’s help everyone in our workplace feel that they matter as an individual and as an employee. Increase workplace trust and happiness by being compassionate with your colleagues and yourself.

 

What Problems Disappear When Leadership Gets Stronger?

By Cathie Leimbach • April 14, 2026
Most workplace issues don’t start big. They build slowly—through missed conversations, unclear expectations, and more people leave. That’s where disengagement shows up. And when it does, the cost is real: 78% higher absenteeism 51% higher turnover 63% more safety incidents These differences come from comparing the 25% of organizations with the strongest employee engagement to those in the bottom 25% (Gallup). And across the U.S., the bigger picture is hard to ignore— disengaged employees cost organizations nearly $2 trillion annually in lost productivity (Gallup). These aren’t just HR problems. They’re leadership problems. When people don’t feel connected, clear, or supported: They call off more More people quit Mistakes and risks increase The good news? These patterns are preventable. Strong leaders reduce these issues by: Addressing problems early Creating clarity instead of assumptions Having consistent, direct conversations Reinforcing expectations before things drift It’s not about doing more. It’s about leading differently—every day. A question to consider: Which of these challenges is quietly costing your organization the most right now? 👉 Join our upcoming Leadership Conversation on April 27th, 3:00 PM—this is not a webinar . This is a candid conversation with leaders comparing their employee engagement challenges and successes. Most organizations are tolerating more of this than they realize. The question is—are you?

What Changes When People Actually Feel Engaged?

By Cathie Leimbach • April 7, 2026
Most leaders don’t struggle because they don’t care. They struggle because engagement feels hard to influence. But when people are engaged, the impact is hard to ignore: 18% higher sales 23% higher profitability 70% higher wellbeing These differences come from comparing the 25% of organizations with the strongest employee engagement to those in the bottom 25% (Gallup). And the stakes are bigger than most realize— disengaged employees cost U.S. organizations nearly $2 trillion in lost productivity each year (Gallup). This isn’t about perks or programs. It’s about how people are led every day. Engaged teams are clearer on expectations. They feel supported. They know their work matters. And most importantly—those conditions don’t happen by accident. They’re created in conversations: Clarifying priorities Reinforcing what good looks like Checking for understanding Following through consistently Small leadership habits drive big business outcomes. A question to consider: Where could stronger day-to-day leadership conversations improve results in your team? 👉 Join our next 60-minute Leadership Conversation: Inspiring High Performance — Monday, April 27 th at 3:00 PM ET (this is not a webinar) It’s a small-group discussion with other leaders looking at a simple question: What’s actually driving engagement—and what’s quietly holding it back?  If a shift in leadership could impact sales, profitability, and wellbeing… it’s worth exploring what that might look like in your world.