Most executives genuinely believe they value their people.
And yet, employee surveys often tell a quieter, more concerning story:
“I don’t feel seen or appreciated by leadership.”
This gap isn’t about bad intent. It’s about how value is experienced.
When employees feel undervalued, the patterns are remarkably consistent:
- Recognition feels rare or generic
- Leadership feels distant from the work
- Feedback is collected but doesn’t lead to visible change
- Values sound right—but don’t show up in behavior
- Change is communicated efficiently, not empathetically
None of this signals a lack of care.
It signals a lack of translation.
Intent doesn’t build trust. Experience does.
Employees don’t judge leadership by what’s said in town halls.
They judge it by what consistently happens after.
The most trusted leaders aren’t perfect.
They’re willing to close the gap between what they mean—and what people actually feel.
As you reflect on your leadership over the past year, I encourage you to ask yourself this question: “do my everyday actions meet my intent?”
This is where real engagement begins.