The workplace has undergone incredibly rapid changes over the past six to ten years. Now more than ever, I’d argue that leadership requires a delicate balance of valuing contributions while ensuring the wellness and genuine well-being of team members. This shift has become a defining characteristic of modern leadership, particularly highlighted by the unprecedented challenges brought forth by the COVID-19 pandemic. Pre-pandemic, it was somewhat rare to see leaders emphasize employees’ humanity beyond what they could do or make. However, among emotionally intelligent leaders, recent years have changed this perspective. Now, there’s a growing awareness that acknowledging fundamental human needs and promoting mental wellness have become central to effective leadership.

The Shift to Valuing Employee Wellness

The pandemic highlighted various facets of mental health issues that had long been overlooked, compelling organizations and leaders to prioritize psychological safety and general employee wellness. The mental health crisis that paralleled the pandemic forced businesses to confront the stark realities of employee stress, burnout, and the importance of work-life balance. Psychological safety is no longer an afterthought; instead, it has become a core component of an organization’s (positive and healthy) culture, fostering an environment where employees feel safe to express their thoughts and make contributions without the fear of ridicule or retaliation. According to the late UC Professor, Linguist, and Author, Geoffrey Nunberg, “there’s some evidence that after one has been abused or disrespected, that one’s cognitive ability is temporarily affected ” (from a 2019 podcast interview).

Modern leaders are beginning to understand that an employee who feels psychologically safe is more likely to bring innovative ideas to the table and collaborate effectively with their peers. Tolerance for workplace bullying, harassment, or any form of discrimination is diminishing and is harmful to victims, bystanders, and the bottom line. Any witnesses or bystanders of workplace mistreatment may wonder if they’ll be the next victim. Some percentage of bystanders will experience guilt or possibly even secondary trauma based on what they’ve seen.

When we consider the lost focus and the time taken off work to recover for victims, and to a lesser extent for bystanders, the impact is potentially enormous in toxic workplaces. As organizational psychologist Adam Grant has been arguing since at least 2019 (listen to the The office without a**holes podcast episode), enduring workplace bullies is harmful but also costly for business success, creating a clear connection between mental wellness and productivity.

Creating Inclusive and Supportive Workplaces

Modern leaders have embraced the concept of inclusion, fostering environments that acknowledge and value diverse cultural backgrounds, ideas, and experiences. Setting the foundation for a supportive and inclusive workplace means replacing antiquated “old-boys club” mindsets with progressive practices that value contributions from a broad spectrum of individuals. When employees perceive workplaces as fair and inclusive, they are more likely to experience a sense of belonging, an ingredient crucial for driving sustained engagement and innovation.

Leaders are also tasked with creating a climate where employees can thrive without oppressive expectations or pressures. Establishing trust and transparent team communication reduces ambiguity in remote and hybrid work settings, ensuring employees feel more supported in fulfilling their roles. Such practices cultivate stronger professional relationships and enhance overall workplace morale.

Prioritizing Mental Health and Empathy

Reports of a growing mental health crisis or pandemic have emerged from the shadows, with experts noting a “mental health tsunami.” Dr. Arthur Evans, the CEO of the American Psychological Association, notes that depending on how it’s defined (i.e., symptoms vs an official diagnosis), the rates of anxiety and depression increased three to seven times from before and after the pandemic. Leaders are now more attuned to the importance of resilience and empathy in leadership. Emotionally resilient leaders inspire confidence, improve decision-making, and promote a culture where challenges are perceived as opportunities for growth.

The newfound focus on these areas not only allows leaders to navigate the complexity of modern work environments but also model healthier practices for their teams.

Building an emotionally intelligent and resilient team, one that can adapt while supporting one another through challenges, is a key strategy for sustaining long-term organizational success.

Closing Thoughts: Bridging Contribution and Wellness

There’s no doubt that the demands placed on leaders have grown. Modern leaders are dealing with the ongoing fallout associated with the rapid changes related to hybrid/remote work, a greater emphasis on workplace diversity and inclusion, growing support for workplace mental health, and technological changes (e.g., automation, AI, etc.).

This means that modern leaders need to figure out how to ensure productivity despite the changes. The contemporary workplace also demands leadership that combines a genuine appreciation of employee contributions with a genuine concern for their mental and emotional well-being. This balancing act is no longer an option, but is necessary to retain talent and promote meaningful work experiences. By creating trust-based, inclusive environments and prioritizing mental wellness, modern leaders steer their organizations toward thriving cultures that benefit employees and the bottom line.

As we move forward, leaders must continue championing psychological safety, embracing diversity, and prioritizing empathy to bridge the gap between appreciating what employees can do and valuing who they are. This is a key part of the blueprint for resilient and successful organizations in the times ahead.