The past year has given everyone a hard time. After months of isolation, stress about the future, and having to change our work habits and style, we can feel burned out. In this regard, I offer you today a set of practical tips for leaders , who are looking for ways to support their team.
It is true that many employees, despite operating in new – remote realities, still fail to find their way in this changed reality. Insecurity, a loss of meaning in doing what one used to do, sporadic contact with colleagues – all of these things are making employees need empathetic leaders more than ever before .
That’s why it’s so important to show employees, co-workers and customers that you don’t care about their plight. Ask them how they are doing, what they need, how you can help them . Try to understand everyone – empathy is one of the most important leadership qualities today. How to put empathy into practice – below are 5 specific tips.
1. actively support in daily life
Do everything you can to provide employees with what they need, even if it has nothing to do with work. Be present and actively participate in discovering their needs and the goals they want to achieve . Provide them with substantive and emotional support while doing so. Studies show that with this approach you will build greater commitment and dedication to work in your employees.
2. update information
While you may think you know the feelings and goals of your employees, keep in mind that they may have changed in recent weeks. Therefore, regularly ask people on your team if anything has changed with them, what their priorities are, what they want to achieve and what they need from you to be effective . Such a frank conversation will be much more effective than discussing the company’s vision and mission far removed from their day-to-day concerns.
3. ask “what is important to you in this?”
The effectiveness of this strategy has been confirmed by Antonio Freitas of the State University of New York. The 4 x WHY technique shows the value of the work being done . In the approach we use at Kingmakers, we focus even more on the importance of the task to the employee, not just to the organization. The more we think about the reason we are doing a task, the more motivated and persistent we are. Interestingly, especially when it becomes really difficult.
4. talk about strengths
Encourage people to think about how they can transform their work and look for strengths that they could use in a new way of working. Which skills would they like to use at work in the coming weeks, months and years? What would they like to learn? It’s simple, the more interesting they find what they are doing and feel good about it, the more fun they will have at work and the more value they will bring to the company as a whole. This is not a surprising conclusion. Back in school, everyone liked best the subject they were good at.
5. provide freedom, avoiding excessive control
Remote work of employees is a huge challenge for leaders. How to enforce responsibilities? Check what who did and in what order? Constant scrutiny is tiring for both parties. Nor does it produce results. Therefore, try to trust your employees and give them the necessary autonomy. When employees can decide how they do their work, they are more likely to give their best. They feel more independent, and their work makes more sense to them. While doing so, be honest and communicate clearly. If you have doubts, talk about them. Honesty and sincerity is an important part of building relationships and it is worthwhile for it to work both ways.
The situation we have been facing for many months has caused many people to reflect on the meaning of their own work. Being a leader and coach, you can help others find the right path. If you’re looking for inspiration to make your team stronger but aren’t sure how to do it or need support yourself, get back to us. Together we will look for the best solutions!
