“Spare me the soft skills – we need to make money.”
Does that mindset sound familiar? Unfortunately, it’s still part of everyday life in many companies. But those who dismiss trust and mental health as “soft”, risk facing serious economic consequences.
The Gallup Global Workplace Report 2024 reveals alarming figures:
- Only 23% of employees worldwide feel emotionally attached to their organization.
- 15% are actively dissatisfied – a state that not only hinders productivity but also causes an estimated $8.9 trillion in global economic losses, according to Gallup – equivalent to 9% of global GDP.
And there’s more:
- 41% of employees report experiencing significant daily stress. Employees in companies with poor management are particularly affected – the stress level there is even higher than that of the unemployed.
These numbers send a clear message:
The global workplace is under pressure – mentally, emotionally, and economically.
Mental Health Becomes a Leadership Responsibility
Younger employees, under the age of 35 in particular, are increasingly reporting a decline in overall life satisfaction. Loneliness, stress, and emotional exhaustion are on the rise – especially among remote workers. What can leadership do in this situation?
The answer isn’t more wellness apps or yoga breaks. Instead, leaders must drive structural change – fostering genuine participation, meaningful communication, and work environments that support rather than overwhelm.
Rethinking Leadership: From Control to Coaching
The most powerful lever for engagement lies in leadership itself.
Trust – the foundation of any meaningful relationship – is not created through control, but through authentic connection. When trust is lacking, decisions are questioned, and skepticism arises.
To counteract this, leaders must actively engage their teams and invite them to co-create. A strength-based leadership approach that identifies and nurtures individual talents builds self-confidence and fosters a culture of mutual respect and collaboration.
The effects are measurable:
In companies with engaged leadership, employees without a management function are also twice as likely to be emotionally involved.
A New Leadership Culture
The current Gallup numbers are clear: Leadership must change.
Companies that want to be successful in the long term need a motivating and trusting leadership culture. This means no longer seeing leadership as mere control, but as active support and development of employees.
The key drivers of future-ready leadership:
- Build trust – through open communication, transparent decisions, and genuine employee involvement.
- Strengthen emotional commitment – by creating a culture that genuinely addresses employees’ emotional needs.
- Enable flexible work models – with a thoughtful mix of remote and in-person work that supports both autonomy and collaboration.
- Foster strengths – leadership today means developing talent, not just distributing tasks.
Modern leadership puts people at the center.
It’s no longer about managing employees – it’s about empowering them.
Those who support rather than control create a culture of accountability, growth, and lasting success.
The PAWLIK Group accompanies you on this path – let’s shape a leadership culture that drives connection and sustainable performance.
Get in touch with us.
