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Wow, what a month so far. Whether it's you, a coworker, a manager, we're all struggling (but adjusting) in our unique ways. So, let's start making empathy central to our conversations at work.
All productive conversations start with… Empathy. Based on Harvard Business Review, the “second pandemic” is here. The implications of a divided election, world health crisis, recession-ish, working from home (we can keep going) is taking a toll on our mental health.
“Only 50% of employees are comfortable discussing mental health issues.” – American Psychiatric Association
Question of the Week: “I have a coworker that’s pretty good about giving everyone feedback, but they’re not good at receiving it. They’re automatically on the defense. And I’m not good with conflict, so how should I approach them when I have to give feedback?” — Nidhi, associate solutions engineer
Editor’s Recommendation: Been there, done that. Whenever you’re giving feedback to someone who gets defensive, try the “I like/wish/wonder” framework. Start with a specific thing you like about their work. Then, come in with the constructive feedback. Be clear with your intentions like this: “I want to help you improve, so here are some things I’ve noticed...”
Remember, when giving constructive feedback, be direct, specific, and stick to the facts. Avoid being accusatory, judgmental, and vague. Finally, don’t forget to close out the feedback session with praise again. Giving feedback can be hard sometimes, but in the long run it’ll benefit their professional growth.
Do you think the way you support your team is effective? Find ways to strengthen your empathy skills by gathering feedback from your peers.
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From our blog to your inbox, check out our latest How-To series. All under three minutes with things you can try with your team immediately.
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