Smart leadership and empathy in the time of crisis

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Leading With Empathy In A Time of Crisis

Amidst all the management qualities, the soft and hard skills, and the experience you have gained, the most crucial trait is one we often overlook – empathy. Unlike the professional and soft skills we are taught and practice, empathy is a universal quality that we are born with. Empathy is essential, both in the workplace and outside of it, particularly during crisis communications

What is empathy and why does it matter so much in a work environment?

Empathy goes beyond mere sympathy and is a broader cultural quality that equips a person to understand fellow human beings and their needs. 

Empathy can also be the yardstick with which others measure us. At work, this is the one trait that is more holistic to help a leader recognise and appreciate a team member, a colleague and peers alike. How you treat your team members can make all the difference in how they perform during difficult times. It’s about knowing them better, how they behave and what brings out the best in them. 

Why is empathy one of the most crucial traits a leader can possess when handling a crisis?

To be appreciated is any human’s need; this is no different in a work scenario. 

The higher the empathy levels on offer, the higher the involvement of the employee at work. Research shows workers who feel taken care of during a crisis, also show higher initiative in new projects and come up with ideas as well. An employee can be more trusting, of not just his immediate boss but also of the management, on the whole. This often gets repaid in the form of the employee understanding the company’s vision and challenges better and going the extra mile on effort and output. 

Empathy has a direct link to the level of safety that an employee feels around an employer.  It also helps to restore a sense of security, connection and balance.

Timely demonstration of empathy at work also does not just stop at one happy employee. This can have a ripple effect and carry over to others and help create an atmosphere of oneness, in an emergency, and improve team dynamics. 

An organisation that has empathy embedded into its management DNA sees more employee loyalty and lower attrition levels. 

Cultivating Empathy 

Cultivating empathy in the workplace can be as simple as making time for your employees. Recognise them and their potential and help them harness their skills to become better versions of themselves. Give them the direction and nudge them to achieve and overachieve such that they are proud of themselves and stay motivated to do even better. 

Even a small gesture that makes a real difference to an employee’s workplace, emotional situation or their wellbeing can be highly effective. There are no shortcuts to getting it right on empathy - you have to know your people really well, show compassion and do things sincerely. 

To Sum Up

Companies are created not so much with brick and mortar as with human resources. A caring work environment with empathetic leaders can mean much more than a big brand name, a high remuneration package or a swanky office. 

While empathy has been one of the most crucial leadership traits at the best of times, in times of crisis like the present COVID-19, it can be the most effective management tool to mitigate the effects of this crisis. Your team would be doing their best to grapple with the uncharted work conditions from home even as they balance their personal life. It can only be an understanding leader who can balance work expectations and motivate their team to do their best to deliver in such difficult times.

Book A Free Confidential HR Phone Consultation

To help business owners navigate the HR logistics of changing working conditions we are offering a free confidential phone consultation with HR expert, Iolanda Hazell, Director and Founder of Infinity HR. Call now on 0400 489 743.

Call Iolanda Hazell today on 0400 489 743 or email info@infinityhr.com.au to schedule a free confidential phone consultation.

Disclaimer

The information provided on our blog is designed to provide helpful information, and does not constitute legal advice, and not intended to be a substitute for legal advice and should not be relied upon as such. You should seek legal advice in relation to any particular matter you or your organisation may have.