At the heart of every business is a dynamic built around mutual respect, honesty and understanding. Without these central elements, a company will have difficulty communicating internally. In recent years, employees have been demanding more empathy at work. According to a MetLife survey of nearly 3,000 workers, 42 percent of employees don’t feel supported at work. This takes a toll on well-being, happiness and overall satisfaction as individuals feel neglected. The same report reveals that these employees are also less likely to feel engaged (45%), productive (58%) and loyal (54%). All businesses should put the well-being of their workers at the forefront of their concerns. For many, this means moving away from the one-size-fits-all mentality and creating a tailored approach.

At the same time, the stigma around mental health in the UK has changed and people are more willing to express how they feel, according to AXA’s annual Mind Health study. According to the study, those who receive support at work are 1.6 times more likely to be happy and almost twice as likely to “thrive.”

Understand personal strengths and weaknesses

Leaders need to understand their own tendencies and behaviors. This can include examining their motivations, learning and communication styles, but also thinking about how they respond to the world around them. Being self-aware and understanding their strengths and weaknesses will enable them to be an effective and inspiring leader. While being able to recognize the ups and downs of their own and others’ skills will help propel their employees toward success.

Helping employees grow

Leaders should seek to uplift their employees and provide them with a nurturing environment that allows them to learn, grow and develop both in the workplace and as a person. Simple acts of compassion and empathy can make a lasting impression on those around you. It’s also important to listen to what employees aren’t saying by taking into account their body language, facial expressions and tone of voice. Listening to your colleagues will allow you to hear people differently and read between the lines. If a leader can spot these little telltale signs, they may be able to curb burnout and improve their emotional fitness.

According to an OCTanner study, 41 percent of employees believe their leaders’ empathy is only apparent, being described as “empty and meaningless.” “Traditional models of empathy do not meet employee needs in meaningful or sustainable ways,” the report says. “Leaders and employees are often frustrated by empathy initiatives that are perceived, at best, as ‘warm and fuzzy’ programs of little use.

Leaders must take the time to understand the daily experience of employees. In doing so, they can help shape policy. This goes hand in hand with adopting other perspectives and listening to points of view within the organization.

Change the narrative

Too often, the mindset of leaders is: “What’s in it for me? “, but it is most effective when it asks itself: “How can I serve? “. The narrative you form for yourself shapes how others perceive you. Changing your perspective to fit the interests of the company as a whole will improve employee satisfaction.

With increased consideration for others, an emotionally intelligent leader truly wants the best for others and to see them flourish. Give full autonomy to the other person by asking questions that allow them to introspect, thereby allowing them to make decisions. This creates space for trial and error, with guidance at hand as they begin to apply their learning. It’s important to encourage employees’ strengths, nurture their flaws, and show interest in what motivates them.

Role model

Leading by example is essential if you want employees to reflect company standards. It can also help create a culture of open communication and collaboration.

We learn by observing others. So when leaders don’t keep their word, it contradicts their integrity and becomes obvious, leaving people confused and frustrated, disengaged and conflicted. Demonstrating continuity shows employees that their leader upholds their values ​​and their level of commitment to their well-being and that of those around them.

An effective model will demonstrate that leadership is about more than making big decisions and the actions you take, with a whole host of integral qualities, characteristics and choices put into practice every day. Strong leaders can also draw on their experience to provide concrete examples when talking with their employees.

Effective communication

Effective communication without judgment will promote a positive company culture both internally and with customers. Encouraging a listening and inviting atmosphere will ensure that employees are comfortable and able to develop. Offering answers as suggestions, not orders, will also give the leader credibility and the employee a sense of independence.

Small changes in the language used, such as moving from good or bad to “a better way could be,” can help employees grow and learn without becoming discouraged.

An emotionally intelligent leader will be both in tune with themselves and able to read between the lines when speaking and interacting with those around them.

Vanessa Moore is an emotional health coach, speaker and founder of Vanessa Loves Life