The Rise Of Empathetic Leadership
Acquisition and retention of talent through engagement
Posted on 05-04-2019, Read Time: Min
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It is no secret that companies worldwide are at an inflection point of transformation. These transformative journeys require vision, leadership, and people to assimilate the technology changes. It takes a clear vision, articulate leaders and talented people to help execute that mission.
As organizations shift toward digital and organizational transformations, a major key to success includes both the acquisition and the retention of a talented and informed workforce. However, this landscape is changing as employees want more engagement, opportunities for growth, and the chance to work for organizations who are making a difference in both their industries and the world at large. A significant contributor to employee engagement relies on alignment with the company’s leadership team, and that is where things can get interesting.
As organizations shift toward digital and organizational transformations, a major key to success includes both the acquisition and the retention of a talented and informed workforce. However, this landscape is changing as employees want more engagement, opportunities for growth, and the chance to work for organizations who are making a difference in both their industries and the world at large. A significant contributor to employee engagement relies on alignment with the company’s leadership team, and that is where things can get interesting.
Leadership, not merely management, is a strategic key to attracting and retaining talent. Instability and insecurity are the consequences of broken leadership. Furthermore, the perception of the workforce that drives retention is especially critical. For example, when bonuses remain intact through workforce reductions, some employees may be treated differently – with some in a more favorable light than others. This lack of inclusion runs rampant throughout an organization, inevitably leading to crucial talent seeking other opportunities in organizations that value all contributors, not just the storied or favored few.
Traditional management styles may include focusing solely on the bottom line, which establishes a lack of connection and employee development, which may lead to only annual performance reviews. To increase inclusion and engagement, leadership styles have begun to transform to increase manager-employee connection, but more importantly, to a more empathetic leadership model – rather than pure “bottom line” management.
Leadership by Empathy – Trendy or Necessary?
What does empathy have to do with leadership? The simple answer – everything. If we suppose that leadership is the ability to relate to and connect with people to both inspire and empower them, then empathy, unlike any other skill, can make a significant impact on talent retention and acquisition.
Empathy has not often been a highly prized skill for most managers. However, as organizations face the challenges of acquiring and retaining talent, it is important to note that a significant reason people leave an organization is due to a lack of appreciation and engagement with leadership. Managers can be perceived as not caring. When the culture of “not caring” spreads, morale, productivity, and potential profits will decrease. This often causes employees to leave – which puts a major strain on HR and other departments. The adage that people leave managers, not companies, may have a direct correlation to the absence of managerial empathy.
Enablement, Engagement, and Adoption – Keys to the Workforce Kingdom
Development and enablement of people is no longer a perk or reserved for certain positions – its expected of everyone. And this development should include the addition of empathic leadership skills. Today’s talent expects a growth path that indicates that the employer values both the short and long-term success of the employee. A recent report shows that 93 percent of employees surveyed would stay at a company longer if it invested in their careers. Therefore, employees who are on a projected growth path and are happy with their managers, tend to stay put at a company.
The notion of “soft skills” as non-critical is also fading. When an organization takes time to develop soft skills, it becomes a clear and visible example of commitment to employee growth and success – not just a way to teach them to complete their tasks more quickly or efficiently. Placing people above pure technology implementations is a strategy successful projects and organizations are aware of and are embracing. Successful organizations and leaders seek opportunities to place employees in positions where they are noticed, complimented, and appreciated. In return, employees are likely to stay in their positions and increase their engagement with both the project and the organization. Therefore, leading with empathy proves beneficial for everyone.
The notion of “soft skills” as non-critical is also fading. When an organization takes time to develop soft skills, it becomes a clear and visible example of commitment to employee growth and success – not just a way to teach them to complete their tasks more quickly or efficiently. Placing people above pure technology implementations is a strategy successful projects and organizations are aware of and are embracing. Successful organizations and leaders seek opportunities to place employees in positions where they are noticed, complimented, and appreciated. In return, employees are likely to stay in their positions and increase their engagement with both the project and the organization. Therefore, leading with empathy proves beneficial for everyone.
Empathetic Leadership – Next Steps to Increased Engagement and Retention
When people are engaged and appreciated, they tend to seek additional opportunities to add value. Their commitment to the organization enhances the feeling that their success is contributing to the success of the organization. Empathetic leadership focuses on building trust, and an effective way to achieve this trust is through empathy. Trust, inclusion, as well as other seemingly small considerations, have a significant impact. Practicing empathy to enhance the well-being of employees has a compounding effect. Ultimately, an environment of leadership enhanced by empathy may be shown to not only increase productivity but also to increase retention and acquisition of outstanding talent. Next time you as a leader face an opportunity to coach or enable one of your team, consider approaching that situation with empathy. You may see a significant change is not only your employee but yourself.
Author Bio
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Carol Fitzgerald Tyler is Global Senior Practice Director-Organizational Change Management at Infor. Connect Carol Fitzgerald Tyler Visit www.infor.com Follow @Infor |
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