People-First Leadership: Why the Best Leaders Put People at the Center of Success

Leadership today is steering through a storm of uncertainty. Remote work has completely changed how we connect with colleagues and teams, tech is moving faster than we can keep up, and employees expect more from their employers. Most leaders are looking for guidance on how to be most effective and keep things on track, and one idea that is gaining ground is people-first leadership.

It turns out, that when you put people at the top of your list, you build stronger, more resilient organizations. People-first leadership is something we’ve been talking about at Workhuman for a long time – and especially at our Workhuman Live conference, where speakers like leadership expert Hamza Khan and other renowned thought leaders have been sharing ideas for creating a thriving workplace culture by centering employee experience.

This will be a big part of the discussion at Workhuman Live 2025 in the Rocky Mountains, too. The question that people like Khan will be asking is: How can organizations build strength and adaptability by prioritizing people in an era defined by rapid change?

What is a people-first leadership style and why does it work?

At its core, people-first leadership is a transformational approach that puts employees’ wellbeing and work culture at the center of business success. Also referred to as human-centered leadership, this style adopts empathy, inclusivity, and adaptability over rigid, traditional management methods. And that just makes sense.

Hamza Khan is a featured speaker at Workhuman Live 2025, and he does a great job of capturing the essence of this philosophy with his call to “rehumanize the workplace.” Hamza advocates for leaders to embrace values like servitude, innovation, and empathy – not as buzzwords, but as actionable drivers of success. His philosophy underpins the concept of modern leadership: a system that thrives by aligning people-first values with organizational goals.

Hamza Khan’s upcoming session, Reinventing Leadership: The People-First Playbook for Managing Tomorrow’s Workforce, will delve into how leaders can operationalize these principles to future-proof their organizations. Don’t miss it. His emphasis on practical, human-centric strategies provides a roadmap for navigating today’s dynamic workplace while preparing for tomorrow’s challenges.

What sets this people-first leadership apart from traditional leadership? For starters, traditional management often focuses on productivity and outcomes, sometimes at the expense of employee wellbeing. In contrast, people-first leadership – or human-first leadership — flips this script, recognizing that when employees are recognized, supported, and inspired, performance naturally follows.

7 benefits of a people-first leadership approach

Making people the heart of your leadership can be a game-changer for organizations. Especially if the culture you’re coming from is a very rigid, hierarchical or traditional one. When employees feel valued and supported, the ripple effects touch every part of the business, from culture to innovation to the bottom line. And let’s be super clear: happy, engaged employees are just better for business. 

Here are some of the big wins that come with a people-first leadership approach.

Improved organizational culture

Elevating what’s human at work grows inclusivity, builds trust, and brings teams together around a shared sense of purpose. When people feel like they belong, morale and collaboration skyrocket.

And that just makes sense, right? When employees are confident their voices matter, they’re more likely to contribute meaningfully. Hamza Khan often says that rehumanizing work starts with building a culture of respect and belonging – something all leaders should take to heart.

Enhanced productivity and business success

It’s no secret that employees thrive in a supportive, empowering environment. A more human leadership approach motivates teams to perform at their best while reducing the burnout that can derail even the most dedicated workers. The result? Consistent, high-quality work output – and more innovation.

Stress-free employees are creative employees. When leaders pay attention to psychological safety, employees can be confident in sharing ideas and solving problems in new ways. That’s how you future-proof your business. As Hamza will explore in his session at Workhuman Live, modern leadership isn’t just about managing – it’s about inspiring.

Reduced employee turnover

Retention is a constant battle for many organizations, but people-first leaders have an edge. By showing employees a clear path for growth and offering empathetic leadership, they create companies where people want to stay. That loyalty saves organizations the time and money that go into recruiting and training replacements.

Let’s not forget that people-first leadership plays a huge role in whether employees see a future with their company. Hamza Khan talks about this often – leaders who invest in their teams’ development reap the rewards in both retention and morale. It’s a win-win.

Increased employee engagement

When employees are engaged, they don’t just show up to work – they show up with purpose. Engaged employees deliver better results, take ownership of their roles, and feel connected to their work. And let’s face it: when people care about what they do, it shows in everything from productivity to customer interactions.

The result? Higher Net Promoter Scores (NPS) for internal culture and external reputation. That’s a fancy way of saying your people are happy – and they’re making your business look good.

Stronger innovation

A great leader creates an environment where employees are empowered to take risks and share ideas. By embracing diverse perspectives and fostering collaboration, they unlock new strategies and solutions. In today’s fast-moving world, innovation is a must-have, not a nice-to-have.

Hamza Khan emphasizes this point in his work: the best leaders recognize that creativity flourishes in a culture of psychological safety. When people trust that their contributions are valued, they’re willing to think big – and that’s when great things happen.

Competitive advantage in the war for talent

Today’s workforce wants more than a paycheck. They want to feel valued, supported, and inspired. A people-first organization stands out in the talent market by offering exactly that. And let’s not underestimate the importance of employer branding – it’s your calling card for attracting top talent.

Younger generations, in particular, expect their employers to pay attention to wellbeing and development. If your organization doesn’t deliver, they’ll look elsewhere. Hamza’s philosophy of leading with empathy is tailor-made for this era of heightened expectations.

Sustainable business growth

Here’s the bottom line: prioritizing people drives long-term success. Employees who feel cared for deliver exceptional customer service, innovate freely, and adapt to challenges with resilience. That kind of workforce builds a thriving business.

By creating people-first leadership strategies for the wellbeing of employees, organizations can achieve sustained growth and create a company where everyone wins. As Hamza will share at Workhuman Live, the key to navigating the future of work is rethinking leadership for a more human-centric age.

5 key characteristics of a people-first leader

We can see the power of this approach, but what does it take to lead with a people-first mindset? In a nutshell, it means adopting a leadership style that considers empathy, adaptability, and a genuine desire to help others thrive. These qualities create the foundation for a workplace where employees are valued and supported. 

But let’s break down the 5 key characteristics in a little more detail:

Empathy: The cornerstone of a people-led business strategy

Empathy is more than just understanding someone else’s perspective – it’s about truly listening and responding with care. For leaders, it means recognizing the unique challenges employees face and creating a workplace where those challenges are addressed with humanity.

And that just makes sense. When a leadership team starts with empathy, they build more trust and create an environment where people feel seen and heard. Workhuman Live alumni like Adam Grant have long emphasized the connection between empathy and innovation, reminding us that when people trust their leaders, they’re empowered to do their best work.

Adaptability: thriving in a changing workplace

The modern world of work is constantly evolving, from hybrid work models to rapidly advancing technology. These leaders embrace change while staying committed to their core values, ensuring employees feel supported no matter what comes their way.

Hamza Khan calls this “self-disrupting leadership” – being willing to rethink old ways of working to meet new demands. And let’s be honest: adaptability isn’t optional anymore. Leaders who can navigate change while keeping their teams engaged will always have the upper hand.

Desire to serve others: The foundation of servant leadership

Good leaders are, at heart, servant leaders. They put the needs of their team above their own, creating a culture of empowerment and collaboration. This approach corresponds closely with more cooperative leadership styles, where every voice matters.

Why does people-first leadership work? When leaders see their role as serving others, they inspire loyalty and create a shared sense of purpose. As Hamza Khan often points out, servant leadership is a critical component of rehumanizing the workplace – helping employees know they are respected and appreciated.

Work-Life balance: Leading by example

A people-first leader doesn’t just talk about work-life balance – they model it. By prioritizing their own wellbeing, they send a clear message to employees: it’s okay to take care of yourself.

Arianna Huffington, founder of Thrive Global and past Workhuman Live speaker, often says that burnout isn’t the price of success. Leaders who embrace this mindset nurture a culture of sustainability, encouraging rest, mindfulness, and boundaries. That’s leadership with heart.

Professional development: Creating a vision for growth

People-first leaders and managers know that investing in employee growth and the wellbeing of people in their company is key to long-term success. When employees see a clear path for advancement and feel supported in their development, they’re more likely to stay engaged and committed.

As Holly Ransom, another Workhuman Live speaker, highlights, effective coaching builds resilience and empowers employees to take ownership of their professional journeys. That kind of trust strengthens the bond between leaders and their teams, creating a company where everyone thrives.

10 notable leaders who put people first

It’s easy to talk about reordering priorities at work, but what does that actually look like in practice? These leaders have made employee wellbeing, development, and success central to their leadership philosophies – and their results speak for themselves. By building these leadership skills and creating an inclusive environment, they’ve driven innovation, performance, and sustainable growth. Let’s take a closer look at just a few standout examples.

1. Arianna Huffington

• Founder of Thrive Global, Former Editor-in-Chief of The Huffington Post
• Why she stands out: Arianna Huffington has been a trailblazer in advocating for employee wellbeing, work-life balance, and the fight against burnout. Through Thrive Global, she has implemented work initiatives focused on mental health and sustainable productivity. Her leadership is a reminder that taking care of people isn’t just compassionate – it’s smart business.

2. Richard Branson

• Founder of Virgin Group
• Why he stands out: Branson lives by the mantra: “Take care of your employees, and they’ll take care of your business.” His companies are known for building trust, autonomy, and growth opportunities. By empowering employees, Branson has built a culture that attracts top talent and inspires innovation.

3. Satya Nadella

• CEO of Microsoft
• Why he stands out: When Nadella became CEO, he shifted Microsoft’s culture from internal competition to collaboration. By emphasizing empathy, inclusion, and a growth mindset, he revitalized the organization and demonstrated how more human leadership can drive innovation and organizational strength.

4. Mary Barra

• CEO of General Motors
• Why she stands out: Barra has championed diversity and inclusion at GM, creating a culture of innovation and accountability. By empowering employees at all levels, she has proven that inclusivity drives organizational success. Her leadership shows that when people thrive, businesses thrive too.

5. Howard Schultz

• Former CEO and Chairman of Starbucks
• Why he stands out: Schultz redefined the employee-employer relationship by offering benefits like health insurance and stock options – even for part-time workers. His philosophy of treating employees as partners exemplifies a culture that drives loyalty and performance.

6. Indra Nooyi

• Former CEO of PepsiCo
• Why she stands out: Nooyi’s “Performance with Purpose” initiative seamlessly integrated sustainable business practices with employee engagement. Her focus on nurturing both professional and personal growth created a workplace where employees felt appreciated and motivated to succeed.

7. Henry Ford

• Founder of Ford Motor Company
• Why he stands out: Ford’s decision to double worker wages and shorten the workday in 1914 revolutionized industrial labor. His people-first approach wasn’t just altruistic – it reduced turnover, boosted productivity, and created a loyal workforce, proving that investing in employees pays off.

8. Bob Chapman

• CEO of Barry-Wehmiller
• Why he stands out: Chapman’s philosophy of “Truly Human Leadership” centers on treating employees like family. He emphasizes creating a culture of care and connection, transforming workplaces into communities where people feel truly valued.
  

9. Angela Ahrendts

• Former SVP of Retail at Apple, Former CEO of Burberry
• Why she stands out: Ahrendts focused on building deep connections with her teams to grow inclusion and empowerment. Her leadership at Burberry and Apple revolutionized organizational culture and proved that a people-first approach can deliver exceptional experiences for employees and customers alike.

10. Hubert Joly

• Former CEO of Best Buy
• Why he stands out: Joly’s people-first leadership turned Best Buy around by aligning company goals with employees’ aspirations. He prioritized employee wellbeing and development, proving that when you invest in your people, business success follows naturally.

How to create a people-first culture in 5 steps

Building a people-first leadership culture doesn’t happen by chance, even if you’re the most empathetic leader there is. It takes deliberate effort, thoughtful systems, and leadership that prioritizes trust, inclusivity, and a sense of belonging. 

Here are five steps to guide leaders in shaping workplaces where employees – and businesses – can truly thrive.

1. Cultivate transparent communication

Transparency is the first step to cultivate a people-first leadership culture. When employees are kept informed and given opportunities to voice their thoughts, trust grows, and collaboration follows naturally. Leaders can achieve this by holding regular all-hands meetings to share updates and celebrate milestones. But communication needs to be a two-way street – anonymous feedback channels, suggestion boxes, and pulse surveys give employees a safe way to share their perspectives. Most importantly, leaders must practice active listening by not only acknowledging feedback but also acting on it. When employees see their input taken seriously, trust flourishes.

2. Recognize and celebrate contributions

A workplace where contributions are regularly recognized is one where people feel they matter. Recognition doesn’t have to be grand; it can be as simple as a heartfelt thank-you or a public shout-out during a team meeting. By highlighting milestones, achievements, and anniversaries, leaders help feed a culture of mutual appreciation. Peer-to-peer recognition programs can also create a sense of connection across teams, showing employees that their hard work is both noticed and appreciated. It’s amazing how far a little gratitude can go in strengthening morale and engagement.

3. Prioritize leadership development and training programs

Strong leaders are the backbone of a people-first culture. Investing in leadership training ensures managers are equipped with the tools to lead with empathy, adaptability, and inclusivity. Leadership development programs, combined with coaching and mentorship opportunities, help managers grow into their roles while staying aligned with people-first principles. Continuous learning – through workshops, certifications, or seminars – keeps leaders engaged and ensures they’re always ready to meet the evolving needs of their teams. Great leadership isn’t static; it evolves with the workplace, and investing in it pays dividends.

4. Offer work-life balance and people first productivity solutions

An organization has to be productive. But a people-first workplace understands that employees aren’t just workers – they’re people with lives outside the office. Leaders set the tone by modeling healthy boundaries and offering flexible work arrangements, such as remote work or adjustable hours. Normalizing the use of PTO and mental health days reinforces the message that wellbeing comes first. Wellness programs, whether they involve fitness stipends or mindfulness resources, show employees that their overall health is a priority. When employees feel they can balance work with life, they’re more engaged, productive, and loyal.

5. Empower employees with growth opportunities

Personal and professional development and growth are some of the clearest indicators when hiring people that an organization values its employees. Leaders can empower their teams by creating clear career pathways and discussing them openly during one-on-one meetings. Opportunities for cross-functional projects, skill-building, and certifications not only expand employees’ expertise but also show them a future within the organization. By investing in their development, leaders signal a commitment to their long-term success, building loyalty and trust along the way.

A better future starts by putting people first  

People-first leadership is more than strictly a strategy, but more an approach to leadership that builds organizational strength. When you put your employees before profit, you’re laying the groundwork for innovation, engagement, and sustainable growth. 

If you’re ready to take the next step in your leadership journey, Workhuman Live 2025 is the place to be. Leaders like Hamza Khan, with his transformative approach to rehumanizing the workplace, will be sharing actionable insights on how to align people-first values with organizational success.  

At Workhuman Live, you’ll find new ideas for centering the human at work. You’ll also tap into a community of like-minded leaders who believe that treating people well is the key to building better businesses and better lives. 

Because in the end, the future of leadership is clear: It’s people-first – or bust. See you at Workhuman Live 2025 in the Rockies!

About Darcy Jacobsen

Darcy is a passionate storyteller and champion of workforce transformation, human connection, and recognition-driven culture. As an author on the Workhuman Live Blog, she loves to connect deep research insights with modern workplace dynamics to uncover what really drives engagement, belonging, and happiness at work. With a background in communications and a master’s in medieval history, she brings a unique perspective to her writing, taking deep dives into all topics around organizational psychology and the science of gratitude.