![]() It’s a health and safety crisis first, and an economic and business problem second. Why? This crisis is teaching us an important human lesson. There will always be financially-driven executives, but they’re getting pummeled and won't be effective today. They’re empathetic, they think about people and society, and they really listen. “High-performing leaders of today are different. ![]() One of the points he makes is about the need for leadership to shift toward empathy, compassion, and understanding. Josh Bersin recently published an article about The Big Reset, which discusses the new ways we need to think about work, life, business, and leadership as a result of the pandemic. Having difficult conversations at work through the lens of empathyīefore we dive into the specifics, let’s establish a framework for thinking about what these conversations should look like. We’ll also explain what HR can do to better support managers with these hard conversations and drive a more positive company culture and business outcomes. In this article, we’ll explore how to have difficult conversations with employees. This is a lot to ask, especially when their direct reports are maybe working remotely. We’re asking them to approach their direct reports with empathy, provide ongoing support, and coach employees towards a solution – among other things. But when we ask managers to have difficult conversations, we're not simply asking them to talk. It's up to managers to address everything from underwhelming performance to low motivation. The burden of having difficult conversations with employees at work often falls on managers.
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