When you look over the last 15 years, a lot has changed in the workplace. We’ve got the device-driven digital world, as exampled by hybrid and remote workplaces. But when you drill right into it and take a look at engagement statistics, they still arrive at the same conclusions they always have. That people need to feel valued, respected, and motivated by belonging to a work environment where they feel connected with a sense of purpose. In fact, disengaged workers are costing companies $8.8 trillion globally in lost productivity.
Leaders who show genuine care and concern for employees’ lives are demonstrating one of the most critical skills needed to manage people successfully in this current workplace climate. Given the stress and burnout of the past few years, empathetic training is gaining traction in management and leadership circles because it’s helping people to stay relevant and navigate the shifts an employee needs.
Organisations and leaders are experiencing that a transactionally focused and KPI-metrics-driven leadership style is not working. On the other hand, the empathetic support model helps employees to feel psychologically safe, supported, and acknowledged, with an empowering of their unique set of talent and skills.
A recent Gallup poll shows 60% of employees are emotionally detached in the workplace and 19% are miserable, possibly to the extent of making other employees unhappy. The attrition rates of people leaving and feeling disenfranchised from their leaders and organisation has reached a peak attention-grabbing point, and that is driving a reassessment of how we lead and support our teams in the current corporate landscape.
The cost of recruiting and training employees has been skyrocketing for organisations – a cost that can have a sound prevention strategy applied with simple adjustments. So what are some simple, effective things we can do to lead with empathy and show that we care? Here’s a useful 5P model to help.
Passion and purpose in the workplace
Firstly, passion and purpose. Spiritual intelligence or value-driven awareness helps people to know where they add the most value to the world around them. It marries passion with purpose, and uses inspirational appeal to lead people by tapping into their personal aspiration, therefore aligning people closer to their passions. For example, let’s say you have an employee who’s environmentally conscious. Ask them to set up a battery and e-waste recycling scheme for the office, or find other ways to link or promote actions that align to this value for them.
How perspective makes you an empathetic leader
Number two, perspective. As a leader, being open and committed to personal growth, as well as asking for direction and admitting to error in your judgements when relevant, is really powerful. This creates the platform for authenticity and the building of openness and trust. Since the number one driver of high performance in organisations is providing psychological safety, this is critical.
Power up, don’t burn out
Number three, power up and take care of your physical and emotional well-being. Burnout can occur when you aren’t taking the time to put on your oxygen mask first before you attend to others. Leading from a position of strength in your own well-being is a far more powerful model for your team to draw from and learn from.
Employees need people leaders
Next, people leaders. Developing your people-leading ability is an absolute must, no matter what your natural style tends to be. People leaders are different to managers, as you are not managing the business, you’re managing the people, and so getting to know your employees as human beings is critical for engagement success.
Give yourself permission to be vulnerable
Lastly, permission. This is about giving yourself permission to be human; that emotional bravery. People thrive and perform in non-judgmental environments of encouragement. Performance environments can easily slide into a punishment culture, with people feeling judged or second-class for not attaining a particular KPI standard. Instead, focus on promoting standards of honesty and authenticity, encouraging your team members to present the best versions of themselves based on being accepted by their leaders.