People First ≠ Performance Last

You ever work for a boss who made you feel like a line item on a spreadsheet?

Cool. Now imagine that’s how your team feels working for you.

Not saying it is—but it might be. Especially if you’re caught in the “scale fast, optimize everything, feelings are a distraction” loop that a lot of founders fall into.

Here’s the truth no one really likes to admit:

Not a “soft skill.” Not a “nice to have.” A straight-up ROI-positive leadership strategy.

Let’s break it down.

1. You keep great people longer

People don’t quit because the work is hard. They quit because their manager is emotionally unavailable and low-key annoying. Care about your people and they’ll care about the work.

2. You get real feedback

When people feel safe, they tell you the truth. And when you get the truth, you can actually fix problems instead of guessing.

3. You build a culture people want to join

Founders love to talk about “hiring the best.” Cool. The best people have options. They’re not going to stick around for performative perks and toxic vibes.

So what does human-first leadership actually look like?

• You admit when you screw up

• You listen without prepping your next response in your head

• You ask how someone’s doing—and actually care what they say

• You create safety and hold the bar high (this isn’t a group hug fest)

This isn’t about coddling. It’s about clarity. Connection. Trust.

All the stuff that makes a good team great.

And if you’re thinking “I don’t have time for this,” cool—just remember how expensive hiring is.

Bottom line:

Your product might be great. Your strategy might be genius. But if your people hate working with you, none of it matters.

Build the company you’d actually want to work at.

Start by being a little more human.