Coming out of a global pandemic and working remotely shifted the needs of employees worldwide. It created an increase in the desire to be seen and heard. The workforce has expressed a need for leaders to show a greater level of mindfulness in communication, providing emotional support, and demonstrating empathy. All of these needs are aspects of emotional intelligence that are known to maintain productivity and increase employee engagement. Although emotional intelligence has been much discussed in the past, there still appears to be a gap when it comes to implementing practical steps that provide a safe space for employees to express their emotions and for managers to respond with empathy.   

Research shows that bottling up emotions can have long-term mental and physical effects ranging from depression to increased blood pressure, cardiovascular disease, and even cancer. The problem is that many of us were conditioned to label emotions such as sadness, frustration, disgust, and anger as “bad” and “inappropriate” and that it was considered unprofessional to express them at work. In reality, all emotions serve a purpose. They are directly connected to our thoughts, and they inform the actions we take. 

So, how can employers and leaders bridge the gap and create an environment where it is safe to express those feelings, avoid inner and outer conflict, and demonstrate mindfulness in human interactions? Here are my recommendations:

1. Raise awareness about the topic

Provide your teams with data about emotional intelligence and the impact improved mental support has on productivity and employee engagement.

2. Create a culture of empathy

Empathy is the ability to understand and relate to the thoughts, feelings, and actions of others. Once you put yourself in someone else’s shoes and show compassion, you create a common basis of understanding about where emotions stem from giving you the information you need to be able to provide support for your employees.

3. Train your staff on how to provide ongoing feedback

Many organizations only provide constructive feedback during employee performance reviews. That turns feedback into a one-way street from a manager to their direct report. Those organizations miss out on the power of bilateral feedback as a means of communicating thoughts and emotions and the impact one individual’s actions has on another.

4. Provide coaching

Coaching increases the level of self-awareness about one’s thoughts, emotions, and actions and can have a significant impact on improving communication and relationships among employees. Advanced coaching can even train people in how to shift their own emotions and those of others to happier, healthier, and more productive levels.

Employees who feel seen and heard are more engaged, loyal, and willing to go the extra mile. During the time of the great resignation and quiet quitting, employee retention and engagement is more critical than ever. If you need help in implementing a program that promotes greater mindfulness in communication among your teams, please contact me at angela@belladonnacareercoach.com.