There has been so much written about changing trends in the workplace and it all seems to point to a need for more understanding of where our colleagues are at.
Empathy in the workplace shows up as the emotional competence to perceive, relate and understand a situation from the perspective others. Studies show empathy in the workplace can improve performance and productivity. Obviously, the nature of work is that people are there to work, rewards, and recognition are rightly conditional on performance. However, the problem with seeing the workplace as a purely transactional environment is that it can discourage bonding and genuine interactions and conversations about how to bring the best out of individuals may be missed.
Empathy needs more of a focus given some of the recent focus on issues such as:
Lonely leaders
Many regard leadership as a sign of success in the workplace, research from CV-Library, the UK’s leading independent job board, reveals that it comes at a price. In fact, one in four (27.2%) senior leaders admit to feeling lonely in the workplace, with a further 40.8% claiming that people’s attitudes towards them changed after they moved into the role. Whether at CEO level or anyone new to managing a team, isolation and loneliness are an issue. When people feel isolated , they can project aloofness, and this can make teams avoid leaders and make for a difficult working environment
Quiet Quitting
Employees may disengage due to burnout or disillusionment. Before it gets to this stage, empathetic communications may deal with some of the issues. Unfortunately, if communication is inauthentic, it can create people reaching for the exit door or reassessing boundaries on a pathway of disengagement.
The Great Resignation
Although pay is reportedly a key driver for creating the global increase in people seeking to leave their jobs since the pandemic. Other factors are as important to employees, for example flexibility and job satisfaction can help retention.
Intergenerational dynamics
Much has been written about the different approaches taken by generations to their work. Baby boomers might be less inclined to discuss on mental wellbeing and stress than say Generation z, but all workers will have pressures related to their life stage that may impact on their work and how they show up in the workplace. Apparent differences can be exacerbated if not well managed and if there is no opportunity to know more about team members beyond the work they do.
Menopause
Businesses have traditionally been reticent about addressing women’s health issues such as the menopause. Women are almost half of the UK workforce and as the workforce ages, this can’t continue. There is a need for balance to create an open working culture where colleagues can share difficulties without fear of being ignored, stigmatised, or discriminated against.
Apart from these headline issues the workplace can be complicated and with different personality types, cultures, genders, and other differences.
People can sometimes view this as a complex terrain with pitfalls and dangers. The reality is not necessarily as difficult. When empathy is a cultural norm, an acceptance team members and leaders as human beings first and foremost creates bonds of trust and understanding which is tangible. It’s not easy to put yourself in a colleague’s shoes but when the culture supports sharing and updates on a human level empathy can develop. This is a leadership issue; leaders must set the tone and establish norms. But everyone has a role to play to create a more empathetic work culture.
4 ways to have a more empathetic workplace:
1. Hold regular check in team meetings separate from business team meetings.
This can be informal sessions such as weekly coffee mornings and team check in to discuss outside of formal business meetings.
2. Focus on cultural dynamics as well as core business
A leadership style that considers how people relate as well as productivity will be more successful in building a strong and healthy work culture.
3. Encourage safe conversations about wellbeing
Have wellbeing as an agenda item in one to one and general reviews.
4. Keep updated on workforce trends
This helps to form an evaluative framework for you and your team. If you’re a leader it can help you think about what cultural resets may be necessary if you’re an employee, it can help you understand dynamics an be more reflective.
Empathy may not be the only key aspect necessary for a healthy workplace culture, but it is very important. Do you agree?
