Coaching with kindness gets results. Studies show that people who felt like their managers were empathetic were more engaged and less likely to leave the organization, felt like their workplaces were more inclusive, felt better able to navigate the demands of their job, and were more innovative. It’s not about being sweet and soft-spoken; it’s a balance of accountability and respect.
In a Volatile, Uncertain, Complex, and Ambiguous (VUCA) workspace, it’s important to pay attention not just to the bottom line but also to how you can help your employees and equip them to deal with chronic uncertainty. Respect, empathy, specificity, and genuineness lead to a high trust environment that allows people to be highly engaged.
We spend 90,000 hours at work, and we want to be engaged during those hours. Some of that is our responsibility, but organizations should value the fact that their employees have chosen to give them part of their 90,000 hours and use those core dimensions of respect, empathy, specificity, and genuineness to create kindness and accountability in the workplace.
In this episode’s listener question, we’re asked for advice on building relationships with a diverse group of people at all levels and backgrounds through an HR lens. In the news, four-day workweeks are increasing but still rare.
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