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How managers can increase morale and productivity for their direct reports
Have you ever been on a meeting with your manager, and during the meeting, you notice they’re responding to slack messages, addressing other work-related tasks, or rushing through the meeting?
Even if neither of you is interested in attending the meeting, it’s common courtesy to give each other full attention to maximize the allotted time you two are designated on your typical meeting cadence.
The Little Things Matter
If you’re in management, there are little things you can do in your day-to-day workdays to show your employees that you care. One of them is being attentive during your meetings with your direct reports. Even if you don’t think something harmless you do matters, it might.
When managers show employees that they matter by giving them thoughtful attention, employees feel more valued, appreciated, and enticed to increase their productivity because they feel seen.
Manager Empathy
The best managers have high degrees of emotional intelligence and empathy. Not only for their direct reports but also those throughout their organizations and outside their work lives.
Empathy is the ability to understand and share the feelings of another (Dictionary.com).
One might ask: How do you show your employees empathy when your priority is the bottom line?
You show them that you care about them as individuals and not just another number to reach x objective.
Tips To Increase Your Manager Empathy
Remember, it’s the little things that carry a lot of weight in decreasing churn and increasing employee morale, productivity, and ultimately results.
Find out what’s important to them
Learn what they’re passionate about at work
Determine if their work-life balance makes sense
Take time to listen to their opinions, wants, needs, and thoughts
Ensure they have external positive outlets to help them decompress
Current Managers Impact Future Leaders
As managers, you’re training up the next generation of leaders and showing them what should and shouldn’t be done. You’re not only developing others’ careers; you’re showing your reports how to conduct themselves and how to incorporate emotional intelligence in their daily interactions with their colleagues.
It’s a great responsibility to be a manager, and many take it lightly. So next time you do something you don’t think is harmful, think twice, and ask yourself how you would feel if you were on the other side as an individual contributor.
A Note To Individual Contributors
No manager is without flaw, and neither will you be when you transition into management. While you’re in transition, start to think about what type of manager you will be to your future employees. Think back to your previous experiences that were both positive, negative, and neutral. How will you be different than your managers, what will you do more of, what will you emulate?
If we could all be more thoughtful, empathetic, and emotionally intelligent, leadership throughout the world would be that much more effective.
This content is for informational purposes only — not professional advice. Consult a qualified professional before making any major decisions.