From Carewashing to Caring: Building Authentic Empathy into Leadership

In today's workplace, the words "We care about our people" are everywhere — on company websites, in CEO emails, and in all-hands presentations. But caring can't just be spoken. It has to be shown.

What Is Carewashing?

The term Carewashing, coined by Harvard professor Amy Edmondson, in June 2024, is what happens when organizations say they prioritize well-being but fail to act consistently in support of it. Employees see the gap between message and behavior — and it erodes trust.

Examples include:

• Rolling out a mental health campaign while discouraging time off
• Publicly celebrating empathy while rewarding only productivity
• Saying "we're here for you" but ignoring burnout or emotional strain

Carewashing isn't always intentional. It often stems from good intentions paired with poor follow-through. These inconsistencies feel hollow to employees — and eventually, they stop listening. According to EY's 2023 Empathy in Business Survey, 52% of employees feel company empathy efforts are dishonest.

Why It Matters

According to State of the Global Workplace 2024, only 21% of employees strongly agree that their organization cares about their overall well-being.

That's not just a morale problem — it's a business one. When employees don't feel cared for, they disengage. Disengagement leads to:

• Increased absenteeism
• Lower performance
• Higher turnover

From Performative to Practical: What Leaders Can Do

True empathy isn't a one-time gesture. It's a leadership discipline. Here's how to begin:

1. Model Emotional Transparency

• Share when you're struggling — within reason and with boundaries.
• Say, "I've had a tough week too — I'm still figuring out how to reset."

This humanizes leadership and gives others permission to be real.

2. Validate, Don't Solve

• When someone expresses frustration, avoid jumping to solutions.
• Instead say, "That sounds really difficult. Thank you for telling me."

Validation builds trust. It lets people know their feelings are safe with you.

3. Follow Through with Action

• If someone shares a need, check back later: "You mentioned feeling overwhelmed — has anything shifted?"

Empathy without follow-up feels performative. Consistency is what makes it real.

4. Build Check-Ins Into Culture

• Don't wait for a crisis or performance review.
• Ask intentional questions regularly:

What Not to Do

Bottom Line

Key idea: Care is not a branding exercise. It's a behavior.

If you want people to believe you care — show them. Empathy doesn't require a big budget or a corporate initiative. It requires attention, humility, and follow-through.