Employees want to be engaged by their employer’s clear social purpose, wellbeing and environmental, social and governance (ESG) commitments.

If employees are to feel more connected, leaders must show clarity, empathy and openness.

And if they do feel connected to their organisation and leaders, employees are more likely to stay longer and perform better, according to Forbes.

During and post pandemic, to maintain authentic leadership during prolonged periods of remote working for many employees, leaders have shown many good examples of more empathetic and open communication. There’s also been a growing trend to make strategic narratives clearer and to better reflect a storytelling approach. That brings a consistency to tone of voice and language that will ensure messages resonate and engage people across an organisation.

It is this ‘letting down of their guard’ by leaders that allows authentic leadership to flourish – and in turn allows the “thawing of the middle” for organisations. Empowering line managers who have become frozen out in recent years to communicate better with their teams is a powerful way to show authentic leadership – whether it be improved training, practical resources and virtual communities.