Empathizing With Employers During Times of Change
- Keri Tlachac
- Sep 26
- 3 min read
The landscape for employers has shifted dramatically over the past several years. From economic fluctuations and industry-specific challenges to workforce shortages and evolving employee expectations, business owners and hiring managers are facing pressures like never before. As someone who has worked closely with employers for nearly a decade, I’ve seen firsthand how these changes impact not only business outcomes but also the people behind them.
One of the most important things I’ve learned is this: employers need empathy just as much as employees do.
When we think about empathy in the workplace, we often focus on employee morale, work-life balance, or leadership communication. But rarely do we pause to consider the emotional and practical challenges that employers themselves are up against. Leaders are juggling tough decisions that affect livelihoods, financial health, and company culture. It’s not an easy role to carry, and acknowledging that reality is the first step to building stronger partnerships.
The Pressures Employers Are Facing
Budget Constraints Hiring has become more expensive, and employers are often tasked with stretching every dollar further. The cost of a wrong hire can be staggering, so every decision carries weight.
Talent Shortages Skilled workers are in high demand, yet harder to find. Employers are competing not just on salary but also on culture, flexibility, and growth opportunities.
Shifting Market Conditions From supply chain disruptions to changes in consumer behavior, employers are forced to adapt quickly. That constant pivot can leave leaders feeling drained.
Retention Challenges Once someone is hired, the challenge doesn’t stop. Keeping talent engaged and loyal has become an equally urgent priority.
How We Can Show Empathy
Acknowledge Their Reality It may sound simple, but recognition goes a long way. A statement like, “I know how much pressure you’re under to balance business goals with the realities of today’s workforce” demonstrates that you see the bigger picture.
Listen Before Offering Solutions Too often, recruiters or business partners lead with their own agenda. Instead, take time to understand the employer’s pain points before suggesting next steps. This shows that your role is to help, not just to “sell.”
Adapt to Their Needs Every employer is unique. Some may need candidates who can hit the ground running immediately; others may need a strategy for long-term growth. Showing flexibility demonstrates that you’re invested in their success, not just filling a seat.
Validate Their Efforts Employers are often criticized for what they aren’t doing, when in reality they are doing the best they can under difficult conditions. Acknowledging their hard work can strengthen trust.
Position Yourself as a Partner At the end of the day, empathy is about support. Employers don’t need another vendor; they need a trusted partner who can ease the burden, simplify the process, and reduce risk.
Why This Matters
When employers feel understood, they’re more open to collaboration. They’re more likely to share their true challenges, which leads to better solutions. And ultimately, empathy creates stronger, longer-lasting partnerships.
In a world where hiring is only getting more competitive, empathy might just be the one advantage that sets us apart.
Closing Thought:I don’t believe in selling certainty in an uncertain world. What I can be certain about, however, is my process and my ethics. Employers deserve empathy, understanding, and honesty — and that’s the foundation of every successful hiring partnership.
Keri, Owner
WCSR
Comments