Don’t just view your employees as tools and resources for your own success – but as people and valuable assets who bring unique capabilities and aptitudes not necessarily limited to their job functions. Employees want to be led by those who genuinely care about who they are and what they represent to the team and organization at-large. When you care about your employees, they tend to work harder and aim to exceed your expectations. Fortunately, this experience awakened me to become a better overall listener a more compassionate leader. Instead, I waited until her performance started to wane. I could have been a more compassionate leader, had I sensed the early warning signs and taken more immediate action. Needless to say, it was obvious that I hadn’t been “listening” to her. Since she had only been on the job for 8 months, she didn’t want to share her personal problems with me (nor did she have to) fearing that it would change my perception of her – especially since I was the one who had hired her. She responded by telling me that she had some personal problems at home impacting her ability to stay focused during her steep learning curve. When her performance started to negatively impact the bottom-line, I asked her if there was something I could do to help.
But over time, her demeanor changed and I noticed that she wasn’t as engaged and enthusiastic about her work. At first, our relationship was solid we communicated effectively and she quickly created impact. Listening should be a full-time job when you consider the uncertainty embedded in the workplace and the on-going changes taking place.ĭuring the early stages of my corporate career, I hired an employee ten years my senior. It requires you to be aware of body language, facial expressions, mood, and natural behavioral tendencies.
#REFLECTIVE LISTENING FULL#
Listening goes well beyond being quiet and giving someone your full attention.
#REFLECTIVE LISTENING HOW TO#
You know the leaders who have their employees’ best interests at heart because they truly listen to them.Īs a leader, it’s difficult to really know what your employees are thinking about, what’s troubling them or how to help them get out of a performance slump –unless you take the time listen to them. Leaders who listen are able to create trustworthy relationships that are transparent and breed loyalty. As employees seek more attention, feedback and support, leaders must become more mindful of individual needs in order to more effectively inspire professional development and overall performance. When employees say they want their voices to be heard, they are really saying they want leaders who will not just hear them, but really listen to them.
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