Empathizing with Employees While still Supporting the Organization

Empathizing with Employees While still Supporting the Organization

Can we support the organization goals while empathizing with employee concerns?

Is it possible to empathize with employee concerns and complaints while still supporting the organization?

I think as managers we can empathized with our employees concerns while still supporting the organization’s mission. By listening to concerns and sharing in the conversation we have the ability to support our employees and build stronger teams.

When employees are talking to us, and telling us what is wrong, we should listen. They are giving us a golden key to correcting problems in the workplace and all we have to do is listen and respond. Sometimes all we have to do is listen.

If employees are talking to you it is a golden moment to engage

By allowing employees a safe platform to express their emotions, and share their concerns about the organization, we get to see the root of the problems within our own organizations.

Getting this type of feedback should be seen as a real positive. We should encourage it rather than discourage it. If our employees are talking to us, rather than about us, we have a real opportunity to engage them to correct the perceived problems.

Listen honestly and openly

When listening to feedback we should always give an honest hearing. We might not agree with the concern, but that does not mean it isn’t a real problem. Try to understand the issue from the employees perspective and seek a common end to the resolution.

Remember that by supporting your employees you are supporting the organization’s mission. Without engaged, and critical thinking employees, the organization will have little chance of achieving its goals.

Embrace the conversation

So rather than discouraging discussion, embrace it. Listen first then ask questions to get more details. Find out what the employee thinks would be a reasonable solution to the problem. Ask them to consider the issue in light of the organizations goals and mission.

Try to find common ground for what is good for the employee and the organization. Feel for the employee and their pain. Understand how the situation is affecting the employees performance and well-being. Realized also how correcting the problem, or at least finding a resolution, can improve employee performance and overall morale.

Put yourself in the employees place

Open up your mind and try to really feel what your employees are feeling. Ask yourself how you would feel if you were in the same situation. Would you be able to do your work effectively? If faced with the same situation would you feel engaged in your work? How would this make you feel inspired to give your best?

Even if you find that the complaint isn’t justified there is benefit in listening and considering the employees position. Empathizing isn’t about accepting a certain premise, but is a bout understanding it from a different perspective. Sometimes all it takes is a fair hearing to make a person feel important and engaged.

Employee empathy and organizational effectiveness go hand in hand

Being able to empathize with employees is critical to achieving organizational goals. A manager who has no concern for others and does not consider other opinions will miss opportunities for improvement.

No one person can see all possible obstacles. It takes the entire organization working together to be successful.

By listening to, empathizing, and engaging employees managers gain valuable information that can help them improve their organization and achieve goals.

Here are some great articles to read on this subject:

If You Can’t Empathize with your Employees, You’d Better Learn Too – Harvard Business Review

Why Empathy is the Force that Moves Business Forward – Forbes

 

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