At some point, in your career, you will have The Horrible Boss. Many of us already have met this person. The boss that “didn’t care” or “micro-managed” or “was insecure” or “moody” or “had a horrible temper” or “was lazy”. The list of faults could be endless, but most of the objections share the same flavor: the manager was oblivious and had absolutely no insight into how their behavior was perceived. That encompasses all those complaints. A person oversaw others, and they were typically too self-absorbed to see beyond themselves.
Today, more than ever, managers are expected to see their employees as whole people. The norm now is for employees to demand a work environment that is mindful of their total being and personal wellness. And, if the employee finds themselves in a situation where they do not feel valued or heard, they are much more likely to leave their job. After all, the most common reason for people to seek a new job is dissatisfaction with co-workers or management. Even if the employee were to stay at a job where they did not like their boss, they will not be as productive as they could be in a more satisfactory work environment.
Does a bad boss realize they are a bad boss? Probably not. They occupy a managerial position, and they most likely hold a solid professional track record. That’s part of the problem why bad bosses exist, they tend to have no insight into their own behavior and they seldom, if ever, see themselves as a sub-par manager. Today, more than ever, managers need to be tactful, highly proficient in interpersonal skills and have an acute sense of empathy.
Typically, people get promoted because they were good at their jobs, but job proficiency does not necessarily equate to leadership prowess. True leaders inspire others to be the best they can be. They leave others energized and productive. In our modern setting they look at each employee as an individual and have a sensitivity to them as a whole person. That sounds like a lot of additional effort. Isn’t an employee just there to work? Isn’t that what they get paid for?
Yes, people are paid to produce; however, if a business wishes to reduce employee turnover and increase productivity making a long-term emotional investment in their employees is well worth the investment.
Empathy goes beyond mere kindness. Empathy is the power to listen and understand. By making the effort to absorb the perspective of their reports, a manager is in a better position to guide an employee in the direction where they will be more likely to experience success. And, by experiencing success they will gain greater fulfillment and overall security. This, in turn, tends to increase creative thinking, collaboration and productivity.
The benefits that can be gained by a manager having true empathy for an employee cannot be overlooked. When people feel that they are being heard, they feel respected. When we believe we are being heard and respected, our level of satisfaction rises, and we are more readily able to focus on the task at hand. After all, at our cores, we all wish to be heard and respected.
Be the boss that you would want to have. Take the time to acknowledge the perspectives of others and act accordingly. Create a culture of understanding. People stay in environments where they feel most comfortable- wouldn’t it be nice it happened to be their workplace?