When we see a colleague experiencing a negative emotion at work, our response can significantly impact their well-being, the quality of our relationships, and our team’s overall performance. But how should we respond? It’s often challenging to know the right approach. Based on our research, we explore various ways to support employees' emotions effectively, drawing on extensive findings to guide our recommendations.
We suggest starting by examining your beliefs about emotions in the workplace, as there are several common misconceptions:
Discussing emotions at work is unprofessional: Although many still view discussing emotions at work as inappropriate, emerging research consistently shows that providing a space for employees to share their feelings can enhance trust and improve team performance.
Getting involved in personal matters is too perilous: Some leaders avoid engaging with their employees' emotions, fearing it may be unwelcome. However, many employees appreciate someone checking in on how they’re feeling. If you’re concerned about overstepping, begin with simple acknowledgments that their emotions are valid and accepted.
People who share their emotions want you to solve their problems: It’s natural to want to fix what others are feeling, but often, people share their emotions simply to be heard and understood. Recognize this inclination and consider whether a more supportive response might be more appropriate.
We recommend asking yourself two key questions when you observe an employee experiencing an emotion:
Is my employee coping?
Is my employee focused on a time-sensitive work goal?
Based on your answers, here’s how you can respond:
Yes, they are coping; No, there is not a time-sensitive goal: Validate their feelings without offering unsolicited advice.
Yes, they are coping; Yes, there is a time-sensitive goal: Refrain from engaging immediately; plan to check in with them later.
No, they are not coping; Yes, there is a time-sensitive goal: Assist them in managing their emotions and follow up with them later.
No, they are not coping; No, there is not a time-sensitive goal: Validate their feelings and then help them regulate their emotions.
Finally, here are some suggestions for improving your skills:
Do you have a go-to response? It’s common to instinctively try to fix or change others' emotions. While solutions can be helpful at times, simply acknowledging and validating emotions can often be more supportive.
Can you find inspiration from how others respond to your emotions? Observe how colleagues handle your emotions—perhaps some are particularly adept at expressing understanding or asking questions that offer new perspectives.
Are there other responses you could try? We often rely on default ways of responding. Consider experimenting with different approaches to become more adaptable based on the situation.
How we respond to the emotions of others can profoundly impact the workplace. Although it can be challenging to know the right approach when encountering a colleague or employee experiencing strong emotions, this skill can be developed over time. With practice, we can become more adept at navigating these moments, ultimately fostering a more positive and supportive workplace culture.
Hope you enjoyed our article! We also invite you to take a Quiz based on it.
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