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Empathy in the Workplace

Greer Campbell • May 26, 2023

In 2020, the country shut down. Students, children, professionals, everyone locked at home to sit with their pets, and their thoughts. This quarantine shifted the majority of our nation’s professional mindset. Incentives, benefits, culture, all took an unfamiliar front seat in career decision making.


With this shift in mindset, came the Great Resignation. So, what are job seekers really looking for? Well, for one, a good and comfortable culture fit. Compensation is no longer the driving factor leading to an accepted job offer, but how are you as the employer going to take care of your team.


The idea of empathy in the workplace has formerly been perceived as taboo. “There is no room for emotions in the workplace” is a sentence that many organizations stood on. Now, that ideology is not going to retain talent, or a cohesive team. Empathy absolutely must have a seat at the table in your organization. It needs to be represented at the Executive roundtable discussions, at your employee 360 review at the end of the year, and everywhere in between.


Because this is a huge adjustment for many, the question becomes, “Where do I begin?”. It takes time, attention, and effort, but here are a few tips to get your organization started.


What is Emotional Intelligence and How Does it Show Up in the Workplace?

When an organization is looking for their next leader, or next addition to a management position, there are many skill-sets that are required of the applicants. Years of leadership experience, a college education, certifications, but one key qualification that has been looked over is Emotional Intelligence. To be emotionally intelligent is an individual’s capacity to be aware of, manage and express emotions and to be able to manage the emotions of others (Gerri Grossman, 2008).


To be a leader is to be a coach, a mentor, a confidant. If a manager does not have the ability to effectively express or receive emotion, it is impossible to be an outlet or person to confide in. If your team does not feel comfortable in having an open and honest conversation with their leader, the success of the team and company will be greatly impacted.


How to Create an Empathetic Environment

One-time trainings or video presentations will not be enough to become more Emotionally Intelligent. Starting with educating yourself is a great first step into shifting the level of empathy that exists on your team. Begin by taking an assessment to get an understanding of the level of Emotional Intelligence you currently possess.


Get to know your team’s work, and communication style. Give your team the EQ assessment to see where the gaps are, and collaborate one on one in honest and open dialogue on how to move forward and cultivate an safe and comfortable culture.


Making the effort is the first step toward making the change. Your organization’s success will continue at a quicker rate when you invest internally into the people behind the magic of the operations.


If you or your organization need assistance in taking the first step to cultivating an equitable and inclusive culture, contact us and let’s discuss.

Mid-Year Business Update

By Greer Campbell • 04 Sep, 2024
The job market, quiet quitting, uprise of the digital age, and the decline of DEI? The professional world moves quickly, and it’s easy to get lost in the conundrum of new news. Here is your mid-year update. AI is Updating…Surprise Surprise Generative AI is updating their experience from transactional to a more personal approach. Individuals use of the internet will change, implementing 2-way conversation and solution focused models allowing users to get a more catered response. These updates will grant users a deeper understanding, and companies a more “human-like” vision of the brand. The New Future of Planning The concept of tradition has been molded, shifted, and completely torn apart in the past decade. Most of these shifts are seen as positive, yet some pose greater challenges than not. The rise of cost of living and cost of consummation has individuals adjusting their priorities. The global pandemic also threw a wrench in the ways of planning, pushing organizations to shift focus on fluidity and flexibility to ensure retention and growth. The Not So Quiet Quitting Quiet Quitting is a term that has been frequently thrown around since the pandemic. Commonly coined by social media, the act of quiet quitting refers to an employee doing the minimum requirements of their job, lacking effort, creativity, and excitement. According to a Gallup survey of workers taken in June 2022, quiet quitters make up at least 50% of the U.S. workforce. This act can be avoided by managers and organizations through regular check ins, employee surveys, and attention to creating a work-life balance. Technology in 2024: Helpful or Overwhelming? Tech advances are happening so rapidly, many feel that it’s become almost impossible to keep up. The advancement of technology is meant to make life easier, however some feel it’s doing the opposite. In addition to user error, technology is also playing a major part in mental health deterioration and wellbeing. The battle for attention, the pull of creativity, and most importantly – the brain rot. Are we letting this go too far?

Interview Questions Your Team Should Avoid

By Greer Campbell • 04 Mar, 2024
Growing your organization requires the right team. Hiring the right team requires the right approach. Vetting and getting to know potential hires is key to building an effective culture. Interviewing candidates is your first chance to understanding applicants, their skill sets, their professional goals, and more. But just as you are vetting applicants, they are vetting you. The interview process allows applicants to gain a better understanding of your organization’s goals, culture, and needs. Setting the right example and perspective on your company begins with your interviews. One wrong or controversial question, and that could break a potential beneficial business relationship. See below for examples of questions to avoid asking candidates in interviews, and why. Are you planning to start a family soon/Are you planning to expand your family soon? While this seems like an obvious conflict, many companies are still asking this to potential employers. This makes the applicant feel like that would make or break their candidacy. Mothers and fathers in business want to feel support from their employer, an unspoken sense of support. Starting a family or having a family does not dictate a candidate’s professional abilities, therefore there is no reason to ask. What are your religious, political, and sexual stances? Again, these are personal attributes that do not affect a candidate’s ability to perform professionally, therefore can be seen as inappropriate and reason for termination of consideration for candidacy. Where are you originally from? While on the surface this may seem like an innocent question, it is illegal under Title VII of the Civil Rights Act of 1964 making it illegal to discriminate against someone on the basis of national origin. If you ask, you could be accused of discriminating against them. You can, however, ask if the candidate will be able to report to the position location required by the job opening. How old are you? It is illegal to ask someone’s age, you are only allowed to confirm the candidate is of legal age to work full time, being 18 years old. What salary did you make at your previous role? Many states have implemented a salary transparency law, enforcing job postings and descriptions must portray the salary range for the position. Even if your state does not have this law, it is safe to avoid asking a person’s salary history. Instead, share the salary range and confirm the candidate’s expectations are within the range. As the market continues to be competitive and ever changing, engaging a 3 rd party service like Diverse Talent can greatly benefit in finding your organization’s right fit based on our industry expertise.
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