You're managing a team member's work quality. How can you show empathy while holding them accountable?
Maintaining work quality while being empathetic requires a delicate balance. To achieve this, consider:
- Actively listen to understand their perspective before providing feedback.
- Set clear expectations and milestones for improvement.
- Offer support and resources, but also be firm on the non-negotiable standards of work quality.
How do you strike the right balance between empathy and accountability in your team?
You're managing a team member's work quality. How can you show empathy while holding them accountable?
Maintaining work quality while being empathetic requires a delicate balance. To achieve this, consider:
- Actively listen to understand their perspective before providing feedback.
- Set clear expectations and milestones for improvement.
- Offer support and resources, but also be firm on the non-negotiable standards of work quality.
How do you strike the right balance between empathy and accountability in your team?
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Aligné aux écrits et aux contributions. Attention à ne pas confondre empathie et faiblesse du courage managerial. Il faut savoir doser l'émotionnel avec le factuel.
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1. Create a Safe Space for Communication :Encourage the team member to share challenges or obstacles they face. 2. Establish Clear Expectations: Clearly define roles, responsibilities, and deliverables. 3. Use Constructive Feedback 4. Understand Underlying Issues 5. Collaborate on a Solution 6. Provide Support and Follow-Up
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To balance empathy and accountability, approach the team member with understanding by acknowledging their efforts and challenges. Provide constructive feedback on specific areas needing improvement, and collaborate on solutions or support they might need. Set clear expectations and timelines, emphasizing your confidence in their ability to succeed while offering guidance along the way.
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listen actively, be specific and clear, use constructive feedback, involve them in the solution and give the support necessary.
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1. Listen: they have a story of their own. 2. Encourage: find one positive in them 3. Feed forward: give constructive feedback of their work and suggest next steps 4. Support: When you see them lost, be by their side. 5. Appreciate: celebrate every achievement of theirs.
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Creo que una de las cosas que más ayuda es establecer un contrato psicológico o social si se quiere, con acuerdos de la forma de trabajar, eso debe hacerse al comienzo de la relación laboral. Lo primero como líder será cumplir con lo comprometido para solo ahí exigir, creo que muchos lideres caen en el error de exigir y no dar.
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To balance empathy and accountability, I start by asking questions to understand their perspective, like, "Can you help me understand what’s affecting your work?" Then, I provide specific, fact-based feedback: "The report had errors that impacted the timeline." I acknowledge challenges with empathy: "Juggling tasks can be tough. Let’s figure this out together." I set clear expectations: "Accurate, on-time reports are crucial for team success," and collaborate on solutions: "What would help you improve, and how can I support you?" Finally, I follow up regularly to ensure progress and offer feedback. This keeps the focus on solutions while supporting their growth.
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Striking the right balance between empathy and accountability is like walking a tightrope—but it’s the key to creating a supportive yet high-performing team. Start by actively listening to your team’s perspective before offering feedback. Understanding their challenges fosters trust and opens up productive conversations. Then, set clear expectations and milestones, so they know exactly what’s required of them. While offering support and resources is important, it’s equally vital to maintain the non-negotiable standards that ensure quality. It’s all about guiding with compassion while holding each other to high standards—because both empathy and accountability drive growth!
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