Respect.
Trust.
Awareness.
These are just a few personal qualities necessary to maintain a positive workplace culture.
Work can be stressful. But that doesn’t mean your team should perpetuate the notion.
Managers must take a deeper look into how co-workers interact and react with one another.
“While the emotional needs of today’s workforce may seem like a tall order for employers, they 're worth your attention. Investing in EQ has brought our company more engaged, committed employees, and we 'll continue to put a premium on this effort moving forward,” writes Mariah Deleon, former vice president of people at Glassdoor.
It’s all about understanding the needs, wants, and expectations of your team members.
Let’s explore how managers can …show more content…
You want employees to feel comfortable to offer candid feedback without the fear of pushback.
“The primary motivation behind radical honesty is to eliminate the stress we experience when lying to others, regardless of our motivations...Radical honesty centers on the notion that an individual should be honest with other people in their lives, at all times, without limitation or restriction,” writes essayist Dan Shewan.
To promote candor in your workplace, start with transparency. Be open with employees about company revenues, failed projects, and future layoffs.
Establish a “safe zone” for employees to offer blunt critiques. This approach may include private meetings to discuss highly-sensitive office politics. Or you can set up a public suggestion box to collect anonymous comments.
As the manager, you must ensure that feedback won’t be criticized. And no one should receive retaliation for their honesty.
In high-growth work environments, stress levels will rise. Employees will panic. Hell, you might freak out too.
To weather these stressful storms, be accessible to your team. Create an open-door policy for co-workers to discuss issues hindering their …show more content…
From project successes to loud, public disagreements with co-workers, the manager recreates the scene, like a bad CSI episode.
Sweating profusely, the employee listens to how his triumphs are minimized and how minor snafus are placed under a magnify glass.
The employee leaves with no suggestions for improvement. Instead, he’s just happy it’s all over.
Performance evaluations aren’t effective in this manner. They leave the employee unmotivated and apprehensive to try harder.
Instead, infuse emotional intelligence into your reviews. Consider the employee’s feelings. And choose your words wisely.
“In theory, artful performance feedback improves our performance, setting us on the right track. Such feedback is best given on the spot (not months later in a formal review), and with a sense of trust and openness between the giver and receiver,” states psychologist Daniel Goleman.
Improvement is the key term. Co-workers need to know what to improve upon. Sit down with employees and design a plan to move forward. You also may want to incentivize performance for goals to be achieved faster.
IMAGE VIA
Trust.
Awareness.
These are just a few personal qualities necessary to maintain a positive workplace culture.
Work can be stressful. But that doesn’t mean your team should perpetuate the notion.
Managers must take a deeper look into how co-workers interact and react with one another.
“While the emotional needs of today’s workforce may seem like a tall order for employers, they 're worth your attention. Investing in EQ has brought our company more engaged, committed employees, and we 'll continue to put a premium on this effort moving forward,” writes Mariah Deleon, former vice president of people at Glassdoor.
It’s all about understanding the needs, wants, and expectations of your team members.
Let’s explore how managers can …show more content…
You want employees to feel comfortable to offer candid feedback without the fear of pushback.
“The primary motivation behind radical honesty is to eliminate the stress we experience when lying to others, regardless of our motivations...Radical honesty centers on the notion that an individual should be honest with other people in their lives, at all times, without limitation or restriction,” writes essayist Dan Shewan.
To promote candor in your workplace, start with transparency. Be open with employees about company revenues, failed projects, and future layoffs.
Establish a “safe zone” for employees to offer blunt critiques. This approach may include private meetings to discuss highly-sensitive office politics. Or you can set up a public suggestion box to collect anonymous comments.
As the manager, you must ensure that feedback won’t be criticized. And no one should receive retaliation for their honesty.
In high-growth work environments, stress levels will rise. Employees will panic. Hell, you might freak out too.
To weather these stressful storms, be accessible to your team. Create an open-door policy for co-workers to discuss issues hindering their …show more content…
From project successes to loud, public disagreements with co-workers, the manager recreates the scene, like a bad CSI episode.
Sweating profusely, the employee listens to how his triumphs are minimized and how minor snafus are placed under a magnify glass.
The employee leaves with no suggestions for improvement. Instead, he’s just happy it’s all over.
Performance evaluations aren’t effective in this manner. They leave the employee unmotivated and apprehensive to try harder.
Instead, infuse emotional intelligence into your reviews. Consider the employee’s feelings. And choose your words wisely.
“In theory, artful performance feedback improves our performance, setting us on the right track. Such feedback is best given on the spot (not months later in a formal review), and with a sense of trust and openness between the giver and receiver,” states psychologist Daniel Goleman.
Improvement is the key term. Co-workers need to know what to improve upon. Sit down with employees and design a plan to move forward. You also may want to incentivize performance for goals to be achieved faster.
IMAGE VIA