Last month the blog discussed the fact that one of the things the pandemic caused was employees to rethink the world of work and their expectations and relationship with work. It highlighted how important Employee Value Proposition (EVP) had become.
Another thing the pandemic shone a bright light on was the need for empathetic managers. It forced employers to put themselves in the shoes of their employees, to understand how they could best support their people in such unprecedented times.
Like always, every person’s situation was different. Working from home suited some but not all. Juggling work with home schooling and all the challenges lockdown brought was tougher for some than others. For those that lived by themselves, loneliness and isolation was a daily battle, in addition to the break from normal routines.
Alongside employers navigating the rules, they also had to support their people which could only be done effectively if they understood everyone’s individual challenges.
I imagine for those managers that had not taken the time to build open and honest relationships with their people, doing the right thing by everyone during the pandemic was probably very difficult, if not impossible. Everyone’s life had been turned upside down. We were all in the same sea, but in totally different boats.
Empathy is the ability to understand and share the feelings of others. It is a key component of emotional intelligence (EQ), which is a set of skills that allow individuals to identify, manage, and express their own emotions, as well as understand and respond to the emotions of others. Managers that are empathetic have taken the time to build relationships with their teams.
Why is Empathy Important for Managers?
Empathetic managers are able to:
Build stronger relationships with their employees.
When employees feel that their manager understands and cares about them, they are more likely to trust and respect them, leading to increased communication, collaboration, and productivity.
Create a motivating environment for their employees.
Empathetic managers can help employees feel valued and appreciated, which can boost their motivation and in turn, performance.
Resolve conflict more effectively.
Managers who are empathetic are better able to understand the perspectives of different parties involved in conflict, which can help them find mutually agreeable solutions.
Create a more positive and inclusive workplace
Empathetic managers foster a culture of respect and understanding, which can make employees feel more comfortable and supported. They embrace diversity and inclusivity as well as teamwork.
This is backed up by a recent study by the CIPD that found that 82% of employees believe that empathy is important in their manager. The study also found that employees who work for empathetic managers are more likely to be engaged, motivated, and satisfied with their jobs.As motivated, engaged teams boost retention, which subsequently improves the bottom line – what’s not to love?
Conversely, with the shoe on the other foot, another study, by theInstitute of Leadership and Management (ILM), found that 72% of leaders believe that empathy is essential for success. The study also found that empathetic leaders are more likely to be considered effective by their colleagues and superiors. I would think so with more engaged teams and less employee turnover!
Empathetic managers also have decreased absenteeism and presenteeism and show increased creativity and innovation. Its this positive and safe, supportive environment that encourages employees to share ideas and take risks. Additionally (in case you needed any more benefits!) customer service and quality standards are enhanced due to a happier workforce.
Empathy is a core ‘EMPIRE’ value of Surge Ahead. It is also a crucial skill for managers. By developing empathy skills, managers can create amore positive and productive workplace. This leads to increased employee engagement, motivation, and performance, which can ultimately help businesses achieve their goals.
