Managing Emotional Employees
Managing Emotional Employees
Managers often feel that the employee emotional issues are their personal and they should be able to handle it themselves. This is the reason why most of them don’t interfere in the internal affairs of the employees who are under distress. But as a result of this emotional distress, the employees are able to focus less on their work and hence their productivity also decreases. The managers can act pro-actively in this case and help the employees deal with the emotional trauma without letting it to develop in the first place.
Emotional cues can be taken from everywhere in the business environment, if the employers pay close attention to the same. This can turn out to be a very valuable data for the organization. Moreover these cues can be either covert or not that obvious, hence it is important that the managers are smart enough to gauge them and act on them.Most of the times, the employers and the managers show indifference to these issues and are impatient in dealing with the workers who are going through some sort of an emotional distress. Some leaders also belittle or make light of the employers issues and ask them to deal with them on their own. Instead it is required that they should be ready to listen and empathize with and show compassion to the concerned employee. This would also help the leader in building a positive rapport with the employees over a period of time.
Once the mangers understand that the employee is going through some sort of an emotional problem, then they can use that opportunity to transform the problem by assisting them in looking for solutions that can help resolve the conflicts. They can help out with various different types of employee assistance programs or coaching as required.
It is important to understand the fact that when the employees are going through some kind of an emotional stress, the managers should not meddle too much in their internal affairs and give them their own personal
Managers often feel that the employee emotional issues are their personal and they should be able to handle it themselves. This is the reason why most of them don’t interfere in the internal affairs of the employees who are under distress. But as a result of this emotional distress, the employees are able to focus less on their work and hence their productivity also decreases. The managers can act pro-actively in this case and help the employees deal with the emotional trauma without letting it to develop in the first place.
Emotional cues can be taken from everywhere in the business environment, if the employers pay close attention to the same. This can turn out to be a very valuable data for the organization. Moreover these cues can be either covert or not that obvious, hence it is important that the managers are smart enough to gauge them and act on them.Most of the times, the employers and the managers show indifference to these issues and are impatient in dealing with the workers who are going through some sort of an emotional distress. Some leaders also belittle or make light of the employers issues and ask them to deal with them on their own. Instead it is required that they should be ready to listen and empathize with and show compassion to the concerned employee. This would also help the leader in building a positive rapport with the employees over a period of time.
Once the mangers understand that the employee is going through some sort of an emotional problem, then they can use that opportunity to transform the problem by assisting them in looking for solutions that can help resolve the conflicts. They can help out with various different types of employee assistance programs or coaching as required.
It is important to understand the fact that when the employees are going through some kind of an emotional stress, the managers should not meddle too much in their internal affairs and give them their own personal