↗️ ‘It’s just work’

A few weeks ago, I conducted a leadership workshop at a local university in Singapore, and one brief interaction left a lasting impression on me. It was a sign of our times, and I would like to share why it resonated so deeply.

During the workshop, I introduced the fundamental concept of adapting one’s leadership style. As individuals, we tend to develop a ‘preferred’ style over time, but effective leadership requires versatility. Specifically, I taught the participants a more coach-like leadership approach (surprise!), as it’s the style that is least understood. I emphasised directness, empathy, and inquiry.

Then came a crucial moment.

A participant questioned the significance of empathy and compassion in modern leadership, arguing that people understand their job expectations and are just compensated accordingly. “After all, we get paid for a reason!“, he remarked. The room, filled with 40 attendees, fell silent.

I approached him with genuine curiosity and asked, “When did you leave your last job?“

He pondered for a moment before responding, “Actually, just a few months ago. It was, in fact, a German company.“

“Why did you leave?“, I inquired.

He answered, “Well, frankly, it was poorly managed, in my opinion. I decided it was time to move on. In the end, it was just work.” He shrugged and gave a wry smile.

Those last four words struck me like a clap of thunder.

I responded, “You said, ‘It was just work.’ Hearing those four words is horrifying for any business leader or company owner, myself included. It reveals a harsh truth: your connection to your organization and, more importantly, to your manager, was likely very weak. This lack of connection made it easy for you to leave, resulting in one of the most significant costs any organization faces: voluntary turnover. The expense of replacing you is immense.“

Nods of agreement filled the room.

I continued, “Another cost is voluntary engagement, also called ‘discretionary effort’. If it’s ‘just work,’ you’re likely operating at only 20% of your potential productivity. How did that feel for you, if I may ask?“

He nodded and laughed, “Yes, I definitely didn’t pull my weight.“

That’s when the penny dropped with the workshop attendees.

I concluded “The price of ‘just work’ is high turnover and low productivity, exactly as it was in your case. It’s as simple as that.” He nodded again.

Indeed, if as a Leader, we solely focus on work directives, policies, and supervision, it’s much easier for people to ‘suddenly’ leave and not pull their weight. ‘Just work’ has a big, hidden price tag.

Instead, if we see our colleagues on a human level, seek to understand them, listen to, and take them seriously, we connect on a deeper level.

That’s when work becomes *more* than ‘just work’—when it unlocks creativity, engagement, and results in significantly reduced voluntary turnover. It’s a massive reduction in cost and headaches.

I hope you enjoyed this perspective and personal share!

If you have any feedback, please don’t hesitate to let me know!

Wishing you a fantastic week ahead! Maik