Real-life advice from a real-life recruiter

Hello fellow followers!

 Did you know that when you exhibit supportive behaviors in a genuine and authentic way you encourage and support your employees to become the very best they can be? Check out the following “how to be supportive tips” from Kevin Eikenberry

How to be support your employees to a win!

Collaborate. As a leader or supervisor, you cannot do everyone’s work, or do their work for them. You must, of course, delegate and empower others to do their work. And yet as a leader you must create a sense of shared ownership. You need to see yourself (and the team needs to see you) as a part of the team. While your role may be different, you are still a part of the team. When you see yourself, and act as a part of the team, others will feel supported in their actions

Empathize. To empathize is to understand how the other person feels. One of the most important things you can ever do is let people know you understand how they are feeling. You may not agree with their perspective, you may even think there were actions they could have taken to avoid the situation they now find themselves in (those may be points for personnel coaching at the appropriate time). But legitimately empathizing is one of the most supportive things you can do for another person or group.

Give positive feedback. Do you want to be more supportive? Tell people more often what they do well and what they are doing right. Almost no know hears this type of feedback often enough.

 Recognize someone’s value When you let people know you value them as an individual you are supporting them. When you do have to give feedback about performance, it is important that you separate performance from who they are. We are supportive when we care about people and show it (and not just say it).

Be quiet, and listen. When you listen you are showing you value their feelings and opinions. When you listen you are communicating that you care. This may seem so basic, but it is so powerful. Why?  Because most people reported that they are rarely truly listened to.

Recognize their goals and interests. People are more than their on-the job performance. When you know something about people’s strengths, interests and long term objectives, you can often help them reach those objectives and support those interests.

 

See you at the top!

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