Achievement reviews are rarely talked about in a positive light because, just by mentioning it, people tend to tense up and recall unpleasant moments in their careers. However, all companies require some system of accountability in order to determine if the tasks entrusted were carried out correctly or if a situation has arisen in the process. Moreover, organizations in which the work done is not reviewed can see a deterioration in the results in the long run and can even demotivate employees.
That is why managers must work on ways to improve the delivery of results so that it can be much more efficient and less conflictive for employees. For this, a very important tool is empathy, since it allows us to understand what is happening with the person and, at the same time, solutions can be found to improve work methods. Additionally, this empathy can regenerate the relationship of managers with their collaborators and, in the long run, even increase productivity. Proof of this is that, according to FTSE Russell, companies that care about the whole person, and not just the employee at work, performed better by up to 16.5% in their cumulative returns after the pandemic. of COVID-19.
To help managers who want to improve the achievement review as well as the relationship with their collaborators, here are four ideas that can help you in this process:
1. Trust is the basis of empathy
In recent years many things have changed, just like ourselves. As a society, we have realized the importance of taking care of our health and that of our family members, so organizations had to learn to consider this on a day-to-day basis. So much so that sometimes they put aside their daily tasks to attend to the needs of employees during the most serious moments of the pandemic.
As people re-adjust to normality, companies now have to find the right balance between providing their employees with the support they need to balance work with their personal lives and driving company growth in the face of an economic climate. hard.
To find this point of harmony, trust and transparency between everyone is vital, so that people can go to their leaders when personal problems arise and that managers can trust that collaborators will take responsibility for the tasks entrusted to them. One of the ways managers can build and strengthen this trust is through open communication and scheduling regular meetings with their teams.
2. Get to know your collaborators and learn how they operate, beyond their functions at work
One of the challenges that organizations have is the return to face-to-face work for employees who have been working from home for more than two years. Many managers have been demanding the physical return, but have noticed a strong resistance that is causing conflicts between these two parties.
This situation is due to the fact that companies have not seen an effort in how the change affected people from the beginning and the concerns they may have for the return. Additionally, the sense of belonging has eroded, so there is no longer the same motivation to return to the previous dynamic.
These circumstances offer a great retention opportunity if companies manage to change their way of thinking and open up to different dynamics. In a complex labor market, the differentiating element for the continuity of the company has to go beyond the traditional “How are you doing?” to change it to “You are very important and that is why we want to get to know you better. How is your life going? We can help you?
3. Set limits, but identify where you can be flexible
Running a company effectively is a great challenge since it requires making decisions not only for the good of the business but also for the good of the collaborators. It is here where the limit between the personal and the professional must be defined, when it comes to empathy and responsibility to make effective decisions.
For this, it is essential to have technological tools that allow an impartial and timely overview of what is happening within the organization, as well as being able to forecast future market needs. This will allow business decisions to be made that help employees, and in turn, that sustain business growth.
When the limits are already established, they cannot remain in the minds of managers or in an obscure document, they must be shared with all collaborators and be transparent with their flexibility. A good way to do this is through HR technology and providing employees with a platform that contains all company policies in one easily accessible place.
4. Empathy in the workplace begins with capable leaders
In order to have a work environment that balances people’s responsibility to the standards and requirements of their position, and one that is empathetic and caring for them, depends primarily on how leaders manage their people. If this culture is promoted, but not carried out by your managers, the environment you are trying to build will be difficult to achieve.
That is why effective decision-making begins with self-knowledge and the training of leaders in this regard is essential. To achieve this, it is necessary to invest in continuous learning programs so that managers can improve their leadership skills and manage complex situations.
Bottom Line: Flexing Today Will Prevent Fissures Within Your Staff In The Future
Since 2020, the way of working has changed and, therefore, the way of managing our collaborators as well. We have learned valuable lessons about reconciling work-family life and the importance of taking care of ourselves. For this reason, to retain the best talent, organizations must be flexible, create a culture of trust and understanding, and provide leaders with the necessary tools, such as HR technology, to make sound decisions.
*The author is Jaime Cardoso, Director of Marketing for UKG Latin America
Editorial Team The editorial team of EMPRENDEDOR.com, which for more than 27 years has worked to promote entrepreneurship.