Building Cultures of Empathy: HR Leadership Roundtable in Bengaluru

“How do we create workplaces where mental wellbeing isn’t a one-time initiative—but a part of how we lead, work, and belong?”

That’s the question that set the tone at the HR Leadership Roundtable in Bengaluru on 18th July 2025. Hosted by Manah Wellness, the gathering brought together a diverse group of HR leaders and Business Partners to reimagine what it means to build emotionally safe and high-performing organizations.

At the heart of the event was a simple yet powerful exercise: the Empathy Circle. Leaders stepped into real-life scenarios and explored the nuances of managerial empathy, organizational culture, and psychological safety. The conversations revealed what we often miss when we talk about workplace wellbeing: it’s not about having all the answers; it’s about showing up with intent, openness, and humility.

3 Empathy Scenarios That Sparked Reflection

Scenario 1: When life throws a curveball—will your manager step up?
A leader from NoBroker shared, “We don’t wait for problems to arise. Our managers are trained to be proactive, empathetic, and alert to signs of distress.”
Novotech added, “You automatically step up when someone’s going through a life-altering experience. That’s leadership beyond process.”

Scenario 2: What does empathy look like in flat hierarchies?
When authority isn’t assigned by title, empathy needs to come from within. The group reflected on how patience, openness, and shedding preconceptions becomes vital when there are no obvious power structures to lean on.

Scenario 3: When ideal conditions don’t exist.
The toughest test of empathy is when resources are tight and leaders feel stretched. That’s when being realistic—and still present—with your team matters the most. As one participant aptly said, “Empathy isn’t saying yes to everything. It’s showing up authentically, even when the answer might be no.”

4 Anchors to Shape a Mental Wellbeing Strategy That Works

The group then moved to a strategic lens, working with four anchors that can guide any organization looking to integrate mental wellbeing as a core cultural pillar:

Narrative & Positioning:
How do we tell the story of mental wellbeing—not as a cost but as a business enabler?

Employee Experience:
What kind of mental health journey do we want to offer our people? Are we creating workplaces where it's safe to say, “I'm not okay”?

Systems & Frameworks:
From leadership behaviors to everyday workflows, what tangible systems support psychological safety?

Measurable Outcomes:
Can we move beyond vanity metrics? Are we tracking feedback, engagement scores, and real behavior change?

From Intent to Impact: Key Reflections

Wellness Weeks aren’t enough. Wellbeing must be embedded in everyday micro-moments, from meetings to feedback loops.

Leadership must walk the talk. A top-down approach, with leaders role-modelling vulnerability, is key to culture shift.

Generational needs vary. Younger employees might prioritize mental health tools differently than older generations. A one-size-fits-all approach won’t work.

Make it aspirational. When wellbeing becomes part of how success is defined, it becomes sustainable.

Data builds the case. In startups where wellbeing feels like a “nice-to-have,” leaders need evidence. One suggestion? Start small with a pilot. Show proof, then scale.

The Road Ahead

The Roundtable closed with a shared belief: the future of workplace wellbeing lies in alignment. Alignment between leadership intent, employee needs, and the cultural narratives we promote.

It’s time to go beyond policies and programs. It's time to build organizations where people feel safe, seen, and supported—every single day.

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