登录查看更多内容

What are the best practices for promoting empathy in your performance management process?

由人工智能和领英社区提供技术支持

Empathy is the ability to understand and share the feelings of others. It is a crucial skill for effective performance management, as it helps you to build trust, motivate, and develop your employees. In this article, you will learn some of the best practices for promoting empathy in your performance management process, and how they can benefit your workforce and your organization.

此文章中的业界达人

由社区从 7 条内容中精选。了解更多

1 Define clear and fair goals

One of the first steps to promote empathy in your performance management process is to define clear and fair goals for your employees. This means that you should communicate the expectations, standards, and criteria for success, and align them with the organizational vision and values. You should also involve your employees in setting and reviewing their goals, and provide them with regular feedback and recognition. By doing this, you show that you care about their contribution, growth, and satisfaction, and that you respect their opinions and perspectives.

添加您的观点

Sony Kaur

LinkedIn Top HR Voice || From HR to Ops: Let's Reimagine the Workplace|| Ex- Wiproites
举报内容
Performance Management is quite tricky to deal with because as a company we need productive people and as employee they are already giving their best. We as part of management need to understand and respect our employees at all stages, some points that can help deal with the situation better, as per me are: 1. Know the data so that you know what you are dealing with. 2. Make it a solution driven conversation rather making it blame game. 3. Try to identify the potential cause of the underperformance and set fair expectations and timelines. 4. Be a guide that your employees can trust on and seek help from rather being a dictator on the chair.

已翻译

赞
Christina Rodriguez

Mentor, Performance & Talent Management Expert, Leader, Relationship Coach
举报内容
When it comes to goals, you shouldn't have more than 3-5 goals that you own each quarter. Goals are not set, and forget it, either. They need to pivot and be flexible with the company as changes come up in the business. Having regular conversations about them and having them be developmental, aspirational, and personal are all ways to help you grow in your role and share how you want to grow with the company. This will help employee engagement also, as goals that roll up to a larger purpose create a stronger connection for employees to their company.

已翻译

赞

加载更多内容

2 Listen actively and attentively

Another best practice for promoting empathy in your performance management process is to listen actively and attentively to your employees. This means that you should pay attention to their verbal and non-verbal cues, ask open-ended questions, and summarize or paraphrase what they say to check your understanding. You should also avoid interrupting, judging, or imposing your own views, and instead, express curiosity, interest, and appreciation. By doing this, you show that you value their input, feelings, and experiences, and that you want to learn from them and support them.

添加您的观点

Christina Rodriguez

Mentor, Performance & Talent Management Expert, Leader, Relationship Coach
举报内容
Empathy is the #1 need for leaders in this day in age. AI can help identify subconscious biases as well as tone in your reviews. This will help lay the groundwork for the in-person conversation during the performance review. Having your employees feel heard is also done with feedback, surveys, and making sure a person is viewed as a whole person, not just who they appear to be while at work. This helps to emphasize empathy when you working through performance reviews. If they are scheduled or ad-hoc, they are genuine and meaningful.

已翻译

赞

3 Show compassion and flexibility

A third best practice for promoting empathy in your performance management process is to show compassion and flexibility to your employees. This means that you should acknowledge and validate their emotions, especially when they face challenges, stress, or conflicts. You should also offer them practical and emotional assistance, and adjust your expectations or deadlines according to their needs and circumstances. By doing this, you show that you understand their struggles, care about their well-being, and trust their abilities and potential.

添加您的观点

Christina Rodriguez

Mentor, Performance & Talent Management Expert, Leader, Relationship Coach
举报内容
Showing that you understand your employee's struggles is helpful, but only to a certain extent. Sometimes constructive criticism and pushing back, because you know they are capable of more, can help an employee grow out of their comfort zone and into a new phase in their career for individual success, as well as company success.

已翻译

赞

4 Encourage diversity and inclusion

A fourth best practice for promoting empathy in your performance management process is to encourage diversity and inclusion in your workforce. This means that you should respect and celebrate the differences among your employees, such as their backgrounds, cultures, identities, or preferences. You should also promote a culture of openness, collaboration, and belonging, where everyone feels valued, respected, and heard. By doing this, you show that you appreciate the richness and variety of your team, foster a positive and productive work environment, and enhance your organizational performance and innovation.

添加您的观点

Christina Rodriguez

Mentor, Performance & Talent Management Expert, Leader, Relationship Coach
举报内容
I think it comes down to removing the subconscious biases that everyone has. You don't have to acknowledge someone's background, culture, etc., to promote DEI. It would be a none issue when the biases are removed.

已翻译

赞

5 Seek feedback and improvement

A fifth best practice for promoting empathy in your performance management process is to seek feedback and improvement for yourself as a manager. This means that you should ask your employees for their opinions and suggestions on how you can improve your performance management skills, practices, and outcomes. You should also reflect on your own strengths and weaknesses, and take action to enhance your empathy and emotional intelligence. By doing this, you show that you are humble, willing to learn, and committed to your own development and growth.

添加您的观点

Christina Rodriguez

Mentor, Performance & Talent Management Expert, Leader, Relationship Coach
举报内容
Seeking feedback is only helpful when it comes from the right people, and the feedback is coming from a place of being constructive and building someone up to be better in the long run.

已翻译

赞

6 Model empathy and recognition

A sixth and final best practice for promoting empathy in your performance management process is to model empathy and recognition for your employees. This means that you should demonstrate the behaviors and attitudes that you expect from them, such as being respectful, supportive, and constructive. You should also acknowledge and appreciate their efforts, achievements, and contributions, and celebrate their successes and milestones. By doing this, you show that you are a role model, a leader, and a partner for your employees, and that you inspire them to perform at their best.

添加您的观点

7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

添加您的观点

Workforce Management

+ 关注

给文章评分

我们借助人工智能创建了此文章。您认为这篇文章怎么样？

很棒不太好

举报此文章

查看全部

What are the best practices for promoting empathy in your performance management process?

1

2

3

4

5

6

7

1 Define clear and fair goals

2 Listen actively and attentively

3 Show compassion and flexibility

4 Encourage diversity and inclusion

5 Seek feedback and improvement

6 Model empathy and recognition

7 Here’s what else to consider

Workforce Management

给文章评分

感谢您的反馈

更多Workforce Management相关文章

更多相关阅读内容

What are the best practices for promoting empathy in your performance management process?

1

2

3

4

5

6

7

1 Define clear and fair goals

2 Listen actively and attentively

3 Show compassion and flexibility

4 Encourage diversity and inclusion

5 Seek feedback and improvement

6 Model empathy and recognition

7 Here’s what else to consider

Workforce Management

给文章评分

感谢您的反馈

查看其他技能