Como melhorar o engajamento dos funcionários com empatia?

My experience shows that to be a great manager,you have to be first a great human being that knows a lot about life and social interactions. I think that psychology and communication must be the main topics taught to a leader,a manager because it helps you know how to behave with each and everyone. Empathy is important but it still has to remain professionnal, too much empathy is not the key.

Studies have shown that empathy has evolved to become a major factor in successful leadership. Organizations are realizing that the culture felt by employees is critical in retention of skilled workers. Unfortunately it has been my experience that empathy cannot be taught solely in a classroom. Because empathy is both a skill and a character trait the ingredients of empathy such as active listening or putting yourself in the shoes of the employee (or employer) can be taught. But exercising those skills on a consistent basis requires habit forming practices. Journaling and coaching are two ways to continue moving these skills from the conscious to the subconscious. That is when true empathy is shown. #LeadershipSkills #Empathy

Integrating empathy into your leadership and HR practices can significantly enhance employee engagement, fostering a positive and productive work environment. Here are some ways to leverage empathy for improved engagement: - Active Listening and Understanding - Open Communication and Transparency - Personalized Support and Recognition - Building Trust and Relationships And always remember, empathy is an ongoing process. By actively listening, communicating openly, providing personalized support, building trust, and leading by example, you can create a workplace where employees feel valued, understood, and motivated to do their best work.

La escucha activa en mi experiencia es la mejor herramienta, incluso cuando alguien te visita de improviso sin pedir cita, entra porque la puerta está abierta, invitalo a tomar asiento, deja lo que estés haciendo y pregunta mirándole a los ojos que te cuente a lo que vino, pregunta, entiende y toma nota para que recuerdes llamar cuando hayas atendido lo que te solicite. Si sólo requiere tu apoyo o resuelves el tema mientras te reúnes con esa persona igual llamalo o mejor si lo visitas y le preguntas qué tal le ha ido con el tema. Puedes pensar que es muy demandante pero dejaste la puerta abierta, y también visita a tu equipo, a tus pares y así vas reforzando las habilidades para cuando tengas que visitar a tus jefes.

The biggest key is creating an open, trusting environment where employees feel comfortable sharing their thoughts and concerns. I always think of the quote by Maya Angelou, '...People will forget what you said and what you did, but they will never forget how you made them feel.' By responding with understanding and adapting policies to address their needs, we can foster a culture of mutual respect and support. Another super important aspect is that recognizing and celebrating each individual's contributions reinforces their value to the team, further boosting engagement and morale.

Mostrar apreço é muito mais que aumento de salário, é obvio que aumento é maravilhoso, mas logo este "aumento" deixa de ser fator motivacional, afinal faremos contas com este valor adicional, e sempre não será o suficiente. Todos nós queremos ser reconhecidos de fato pelo nosso trabalho, sentirmos importante dentro da organização, sermos respeitado, ter feedbacks, fazer parte do planejamento da empresa, mesmo com tudo isso, manter um colaborador motivado é um desafio diário.

Improving employee engagement through empathy requires cultivating an appreciative, understanding culture. Personalized notes of gratitude also reinforce that efforts are valued. Additionally, empathetic leaders make time for honest check-ins and one-on-ones to understand employee perspectives, signalling that opinions matter. Recognizing personal and professional milestones demonstrates genuine care for lives outside work. Empathy also means addressing workplace stress by providing flexible arrangements, mental health resources and professional development to enhance satisfaction. Fostering an inclusive environment where diverse voices are heard promotes a sense of belonging.

Part of being a leader (and an inclusive leader) is to first recognize your style and then acknowledge that others don't necessarily share that style. And then get curious about what they need from you to reach the goals of communication, giving and receiving feedback and getting support.

In diverse workplace settings, leaders must recognize and adapt to the unique qualities of each generation to understand their values and styles, fostering inclusivity guided by corporate values. Developing empathy towards individuals of all generations helps leaders comprehend their unique experiences and perspectives. The use of visual aids and diverse communication modes is crucial to enhance understanding, vision alignment, and immersion in organizational culture.

Hoje mais do que nunca é muito difícil as pessoas entenderem o quão é importante trabalharmos em equipe, ninguém é bom o suficiente sozinho, pensem nisso! Dentro de uma organização, existem processos e estes dependem de várias áreas, quando realizar um trabalho, precisamos pensar macro, não somente no seu setor ou departamento, o seu trabalho vai respingar no trabalho do outro, e se pensarmos juntos, tudo fica mais coeso e com uma qualidade superior. Organização que não tem a cultura do trabalho em equipe, não vai ser o suficiente boa para seu crescimento, assim como seus colaboradores.

To increase collaboration, companies must facilitate ways to collaborate and encourage asking for help. Often, we don’t ask for help because we think it makes us look weak or incompetent. But the opposite is true, if we can make thoughtful requests. One way companies can facilitate, is by having a skills and talent bank, and making it accessible to everybody across teams. First, it helps leaders when putting together a team. But also, it’s helpful for team members when they need help with something.

Creating a culture of learning where people can make mistakes and learn from them goes a long way to encouraging collaboration - and having it go well.

Bem estar dentro de uma organização vai muito além de espaço físico bem mobiliado, ergonomicamente correto, café, etc... Abaixo alguns tópicos importantes. * Flexibilidade; * Reconhecimento profissional, oferecendo oportunidades de crescimento; * Pesquisas de satisfação; tanto colaborador x empresa, como colaborador x gestão e vice versa; * Treinamento; * Programas de bem estar, exemplo: Massage Quick, espaços para descanso; workshops, ajuda de custo para academia, estudos, etc.....

Our wellbeing affects every e around us, so helping your team members feel good and empowered serves the company as a whole. That’s where human connection skills and tools come in. Nothing makes us feel better about ourselves and about life than feeling connected and part of something bigger than yourself.

Creating a safe environment allows for employees to share what they need - because we simply cannot know what everyone needs for their well-being. And asking doesn't always mean people will share.

Empathy is such an important tool. Let's not forget empathy for ourselves, especially as leaders, as we strive to notice more and make the workplace better, safer, and more inclusive for the variety of people that come to work every day, and deserving to feel acknowledged and valued.

Let them grow uniqely. As we understand to enhance an empathy also means giving space for our team member/s to grow. Saving a specific time for them supposes to be balance with encouraging them to be independent and grow as they should. I believe, certain period of time to monitor their growth and independency also we could serve theme a non-reguler schedule to communicate and consult. Put them in a sincere surprise potentially could raise their care to others because they received the same. As an example, you could put a handmade scheduling board in front of your door's office which stated "let's discuss" for "available" and "have you try and retry differently?" for "not yet available". Happy to share.

Empower employees by entrusting them with responsibilities and decision-making opportunities. Demonstrating trust fosters a sense of autonomy, which can significantly enhance engagement and job satisfaction.

Create a safe space for employees to share their concerns. Be open to criticism. Ensure there is no retaliation (microaggressions, indirect conversation relating to complaint, etc.) for different opinions and constructive feedback. Check your own biases and emotional attachments. Remember this is about work and not a personal attack. Ask yourself: How can I improve this environment for all employees? Are our policies fair and unbiased? Is there merit to what this person is saying? Finally, make this an ongoing process. Practice makes permanent! Don't wait for a problem to arise to ask for feedback. Then use it as an opportunity to "explain" the policies or behaviors at issue. This says to employees, "you are wrong and this is why..."