Merchants of hope

When you think of what employees want most from their leaders, the usual suspects come to mind: trust, competence, decisiveness, maybe the occasional pizza, and a working coffee machine.

But according to a global Gallup survey spanning 52 countries, the No. 1 quality that employees say they need most is hope.

Yes. Hope. That four-letter word we usually reserve for lotto tickets, last-second buzzer-beaters, or praying the Zoom link works. But in the modern workplace? Hope is not only relevant – it’s essential.

When I read Gwen Moran’s article in Fast Company, I wasn’t surprised at all. Why? Because in my Level Up Leadership seminars and workshops, I’ve often said: “Leaders are merchants of hope.”

At the time, it sounded like a lovely phrase; a leadership soundbite with just enough poetic weight. But today, in an age where instability and chronic uncertainty are the default settings of our world, that statement has become a lifeline.

Hope isn’t a luxury. It’s a leadership necessity.

Gallup’s chief workplace scientist Jim Harter explains it well: “It’s hard to have stability if you can’t see the future.”

The study revealed that 56 percent of respondents wanted hope from their leaders – more than trust (33 percent), compassion (seven percent), or even stability (four percent). That means your team would rather hear where we’re going than just be told we’re okay.

People are not asking you to solve everything. They’re asking you to help them believe that everything can be solved. That’s the hope gap, and great leaders bridge it.

Hope is not fluffy. It’s a framework.

Psychologist Rick Snyder’s Hope Theory breaks it down like this:

Goals: What we want to achieve

Agency: Our belief that we can get there

Pathways: The routes we take (even when we’re rerouted by life)

Leadership coach Lindsay Recknell says, “Hope isn’t passive. It’s action-oriented.”

It’s not about saying, “We’ve got this,” with a forced grin. It’s about saying: “It’s tough. But here’s what we can do next. Together.”

You don’t need to host a weekend retreat in Tagaytay to inspire hope. (Though a view of Taal does help.)

Here are some everyday leadership moves that deliver hope:

1. Set clear, tangible goals.

Not “Let’s change the world.” Try: “Let’s improve customer satisfaction by 10 percent  this quarter.” Hope loves clarity.

2. Connect work to purpose.

When people see that their spreadsheet, lesson plan, or client call connects to something meaningful, they work differently. Hope thrives in the “why.”

3. Stay present, especially when things are messy.

Don’t cancel one-on-ones when the numbers dip. That’s when people need you most. Be the calm in their chaos.

Now, let’s be clear: there is a world of difference between hope and optimism, and it’s a distinction every leader must understand.

Optimism is passive. It’s a sunny forecast with no umbrella in sight. The message states “Everything will work out,” but fails to provide any guidance about what actions to take or when to expect results.

Hope functions as an active force. The message states, “It will be difficult, but we will navigate this challenge together.”

Your team needs direct assistance, rather than meaningless motivational statements or repetitive encouragement, when they face burnout, anxiety, or feel overwhelmed. They need something to walk toward: a vision they can grasp, a goal they can own, and a leader they can trust.

So ask yourself honestly:

Do my people see a future when they talk to me?

Do they leave our conversations feeling lighter  or heavier?

Are they energized by what’s possible or slowly drained by my silence?

Do they hear clichés, or do they hear clarity and conviction?

Because here’s the truth:

You can hire the most dynamic motivational speaker money can buy. They’ll light up the stage with high-energy buzzwords and toss inspirational quotes like confetti at a New Year’s Eve party.

Your employees might clap. They might even post a selfie with the quote of the day.

But the day after the town hall? If your leadership hasn’t changed, nothing else will.

Because hope doesn’t come from a stage.

Hope doesn’t arrive with a wireless mic and a three-point PowerPoint.

Hope comes from you – your consistency, your belief that better is possible even when it’s hard. From the daily choice to show up not just with answers, but with empathy, clarity, and courage.

So, what kind of leader are you?

The good one, of course.

The person who paints over cracks with feel-good phrases is not the one, but the one who walks into the storm with a flashlight in one hand and a steady voice in the other, saying, “We’re going to figure this out together.”

That’s the difference. That’s hope. And that’s the kind of leadership we need now more than ever.

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Francis Kong’s podcast “Inspiring Excellence” is now available on Spotify, Apple Podcasts, Google Podcasts, or other podcast streaming platforms. Tune in to his new YouTube and podcast channel,Kongversations —where sharp minds meet smart talk; one meaningful conversation at a time.