• New research from Durham University Business School and Athens University of Economics and Business directly contradicts Musk’s critical takes on empathy in the workplace
• Results show that empathetic leaders improve remote worker performance and engagement
• While too much empathy can lead to minor distractions, the study suggests that poor leadership-not remote work or empathy-is the real productivity killer

Elon Musk has never been one to shy away from bold opinions. Recently, in an interview on Joe Rogan’s podcast, the billionaire CEO stated that “the fundamental weakness of Western civilization is empathy”, arguing that the value is being exploited to society’s detriment. His leadership style-famously demanding and rigid-reflects this mindset, particularly in his strict opposition to remote work.

At Tesla, SpaceX, and Twitter (now X), Musk has forced employees back to the office, claiming that working from home makes people less productive. But new research from Durham University Business School and Athens University of Economics and Business suggests that Musk is missing the mark.

Empathy, it turns out, isn’t a weakness but a powerful leadership tool.

Elon Musk vs. Science: The Debate Over Empathy in Leadership

Professors Anders Friis Marstand, Olga Epitropaki, and Ilias Kapoutsis conducted studies with over 500 remote and hybrid workers to explore how leadership styles affect performance. Their findings?

• Empathetic leaders improve employee motivation, efficiency, and well-being.
• Leaders who clearly communicate their long-term vision help remote employees feel more engaged and less isolated.
• Psychological connection between managers and employees leads to higher engagement and better performance.

In other words, Musk’s belief that productivity comes from strict, in-person oversight is not backed by science. In fact, it may be counterproductive.

The study revealed that over 44% of British employees work some form of hybrid routine since the pandemic.

“But with a growing trend of managers asking workers to return to the office to boost performance, it could be the case that it is not home working that has reduced performance, but manager’s poor leadership skills instead” says Professor Epitropaki.

So, why does Musk think empathy is a liability rather than an asset?

When Leadership Lacks Empathy

Elon Musk’s leadership has undeniably driven innovation, but his dismissal of empathy comes at a cost. His tenure at Twitter, in particular, has been marked by mass layoffs via email with little regard for employee well-being, forcing remaining staff to work “hardcore” hours, leading to burnout, and a complete rejection of remote work, despite overwhelming evidence that it can increase productivity when managed correctly.

Musk’s leadership style mirrors the “authoritarian” approach that the Durham and Athen’s study found to be less effective for remote teams. By failing to show care for employees and disregarding the importance of communication, leaders like Musk create psychological distance between themselves and their workforce, which can lead to higher disengagement and lower efficiency.

Ironically, while Musk rejects empathy, his companies rely on creative and highly skilled employees-precisely the type of workforce that thrives under empathetic leadership.

Can Too Much Empathy Backfire?

The study does acknowledge one potential downside of empathy: avoidance behaviours. Employees with highly empathetic managers were more likely to engage in distractions, such as social media scrolling or watching TV. Employees that feel a disconnect between themselves and their managers could create a lack of motivation to complete certain tasks. Similarly, without direct supervision or clear communication employees feel less pressured to stay engaged with work tasks, making distractions more appealing.

However, this is not an argument against empathy altogether. Instead, it highlights the need for balance-leaders should be supportive but still maintain accountability.

A great example of this balanced approach is Satya Nadella, CEO of Microsoft. Under his leadership, Microsoft has embraced hybrid work while fostering a culture of trust, empathy, and vision, leading to sustained productivity and innovation. Unlike Musk, Nadella sees empathetic leadership as a strength, not a weakness-and Microsoft’s success speaks for itself.

The Future of Work Needs Better Leadership, Not Less Empathy

Instead of blaming remote work or empathy for lower productivity, businesses should be asking: Are our leaders equipped to manage remotely?  The report lays out clear tactics that leaders can employ to get the most out of their staff who work remote. Leaders who remain supportive and accessible, through regular check-ins and effective communication reduce psychological distance between themselves and employees.

As well as this, equipping skills such as clear goal setting, creating firm expectations and boundaries can eliminate: staff uncertainty, lack of motivation and increase employee focus. Ultimately showing care in employee work and affirming its importance are vital components to managing remote workers effectively.

Because as this study proves, great leaders don’t just command from a distance-they inspire from it.

By, Adam Kelly-Moore

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