How to assist your colleague during their challenging times

We always say that it is good to separate work from personal issues, but we also know and understand that it is not always possible. While handling Human Resources must be an objective approach, we must always remember that we are still handling people. It is good to strike the correct balance between empathetic, yet objective.

These are things you could help your employees going through a tough time. 

SETTING YOUR CULTURE RIGHT

If you think that your colleagues are going to approach you to share their problems when you have been nasty throughout the entire year, you’re wrong. You might even be the last person that they want you to be aware of their personal issues.

You must start it right by being seem as approachable and making the extra effort to be approachable and non-judgemental. By constantly engaging your peers, it will also be easier for you to take notice when you know that something is not right with them and you can approach and then lend your listening ears.

LISTEN AND SET THE CORRECT TONE

When someone is sharing their challenging times with you, you should not be asking too many private questions that one might be unwilling to share. You might want to give them the opportunity to share with you, if you’re willing. Do not be quick to provide advice or solutions – they could just need a listening ear.

SHOW YOU CARE

Not about your business, or your daily operations – but about your colleagues. Imagine after hearing about their personal issues and asking them “I understand, but how will this help you focus at work?” – how would your colleagues feel?

The questions you can ask could be “How can we assist or support you during this critical period of time?” to show you care more about their feelings and understanding what their thoughts process are.

Do your follow up with your employees if you know they are going a tough time. Conversations like this is not concluded over one time. Remind them you are available to listen when any more issues happen.

BE OBJECTIVE

The rule of the thumb is still not to be over empathetic. You would want to clear about your company policies and understand any restrictions before over promising or committing yourself to their recommendations. If you need to check and get approval, you can explain you’ll need to check before committing. You would not want a situation where you promise and not deliver.

The BAD boss

Sometimes, we all need a wake up call. If you are a boss or a manager leading a group of employees, read on to find out if any points are of relevance to you. If there are, you had better change it.

So many of the times, while talking to candidates moving from one company to another – it is obvious that management plays a big part in attracting as well as retaining employees.

Disrespectful Bosses

Being of a managerial level does not make you superior. Your title does not give you the superiority status, and if you want people to respect you – you just have got to earn their respect. If you think having the title make you superior, then you obviously do not deserve the title. 

Everyone is working really to get paid and are not begging you to get employment so everyone in the company, regardless of title deserves the fair share amount of respect. If you respect your bosses more than your colleagues, then you should also be doing your fair share of reflection.

This includes your inappropriate humour as well, about your other colleagues. Be sure to check with them on whether they are affected by your jokes about them.

Unreceptive Bosses

If you think your suggestions are the brightest and most feasible, and other suggestions provided by others have their shortcomings and you are their harshest critics, you might want to think again.

Besides, it can be quite annoying when you keep boasting about how you have climbed the hierarchy and you might appear stupid when people question how feasible your suggestions really are.

Micro managers AND Lazy Bosses

The reasons why we dislike bosses who micro manage are self-explanatory. But what is worse is not a micro manager but a lazy boss who always pushes the blame to employees when certain tasks and responsibilities are not done well, when it should have been his duty to oversee things.

Bad role models

Ever had a boss who stress the importance of punctuality, but is always late? Why should I be early, when you are always late too. Why should you be expecting things on people when you are unable to fulfil the requirement? If the policy is important, should you not advocate this yourself?

Maintain Strong Employer-Employee Relationship

Humans are ultimately companies’ assets in achieving results and success. It is one key factor that it is important to maintain a strong employer-employee relationship and such strong relationship will not bring about too many conflicts in the workplace. This will also help to keep employees focus, more efficient and more committed to work. Put some thoughts into your position and analyse if it is the same for your company too.

Keep the Motivation Going

Observe your employees carefully. What are ways they are doing to keep themselves motivated at work? I’m sure it is not just the monetary aspect that kept them coming to work. Every individual is motivated in different ways and if you understand what the motivation factor are, then it will help you manage a strong relationship with them. An example will be praising and encouraging your employees who have done well in the last quarter of the business year and let them know that you appreciate their performances and hard work.

Ensure Open Communication

Create that effective network for employees to be engaged is one way that allow them to ‘rant’ and share what they felt could have been better for the Company and them. Constantly remind them that you are to listen to them. This also allows you to resolve issues quickly and not snowball the situations and it does show employees that the Company are taking each feedback and issue seriously.

Employee Commitment

In today’s context, cost of a new employee is getting costly – from hiring and training. Keeping a committed and loyal workforce will not only help you in cutting down hiring cost and it will reflect well with your clients and other related business partners that they do not have to liaise with a ‘newbie’ and they may not be as well-trained.

Conflict Reduction

Keep the focus on the right track. Create that conducive environment which allows employees to focus on the tasks and assignments that have been assigned. With reduced conflicts in the company will also allow the people and environment be friendlier. It’s an instinct that you can feel it when you enter the workplace. That instinct can never go wrong. While employees focus on business- or work-related tasks and assignments, it’d also mean that they will be more willing to help one another when escalations from arise.