Emotional employee experience deals with the thoughts and feelings employees have about the company and their interaction with colleagues and leaders to know how they interact and negate their work environment. The Emotional Employee experience is not limited to the experience and feelings of the employees. What the employee observes on a day, week, month, or even for just a second ultimately culminates into thoughts and feelings about their entire experience.
1. Take a breath
2. Be sympathetic
3. Keep it brief
4. Tell the truth
5. Provide resources
Controlling one’s emotions is very crucial to career success. Even the most experienced leadership get there only after learning to manage their temper when needful. However, most people have an easier time than others. Therefore, it is crucial to know how to deal with emotional employee experience and know-how to assist an employee take charge of his or her emotions for optimal performance.
It is vital to get hold of your emotions before you help someone else with his or her feelings. Whether you are now standing one-on-one with an employee in the middle of a meltdown, you will need to establish a significant level of balance in your feelings first, and learn how to control any aggravation you may be feeling about the employee’s words.
Suppose you have a good reason for your employee to be annoyed, frustrated, or overwhelmed that prompts your employee to be an emotional reaction, then you can take the responsibility to manage the employee’s behavior by trying not to yell at them when you find it challenging to work with them. Don’t forget; a response is different from reactions. You can resolve issues by responding, not reacting.
At the moment you want to express your sympathy, you should try as much as you can to keep the conversation brief and straight to point. There is no need to spend an undue amount of time reviewing the employee’s emotional issue since you are not the employee’s counselor, parent, or spiritual advisor. Explain to the employee the reason for the meeting, state the offending behavior, establish the awareness of the consequences of not changing the action, and ask if there are any questions. If yes, answer them and if no adjourned the meeting.
The employee needs to be aware of the consequences of not managing his emotions and clearly stating to him without equivocation that it is a reasonable and fair thing to do.
If the employees fail to control his or her emotions, and it is causing severe conflict in the company, do well to remind her of any benefits the organization may offer that could be of help to them. You can create an employee assistance program that helps her with emotional intelligence. Since we are all humans and we have no excuse for minding our emotions. As long as we need to interact in the workplace, emotional management must be prioritized.
1. De-escalate the situation
2. Be objective!
3. Plan ahead
4. Start with a positive
5. Acknowledge and listen
All leaders dread to manage emotional employees, whether it is tears, anger, or screaming. The emotion leaves both the one who supervises and the employee clueless. At the moment the emotional outburst occurs, your top priority is to de-escalate a volatile situation.
All of us need time to have a sense of calmness when we explode, and it will require a quiet, private space within the office to recover. If your employee reacts all of a sudden and does want to talk about it, make sure you ask him with calmness.
Watch out not to take offense, especially when the employee says something in anger, like blaming you for the cause of the outburst or reasons he couldn’t meet up with the deadline. The reason for that emotional outburst in the first place might be as a result of frustration or fatigue which will require the supervisor or head of an organization to handle with calmness and will have to prepare a conversation with emotional employee to discuss performance ,consequences, standard and accountability, in other to maintain a constructive communication that focuses on performance and not on assumptions. Read here on What is Workplace Fatigue?
Planning when it comes to managing emotional employees cannot be overemphasized. As a manager of an organization, you should be able to recognize if the employee tends to be sensitive when criticized or easily angered. Also, you should know what to say to him or her and what you are not supposed to say when the outburst occurs. This will require you to plan and prepare a private place where the employee can cool off their head and calm down.
In other to manage emotional employees, you must start with a positive conversation, as this tends to tone the entire discussion to something pleasant and appealing and at the same time, help the employee get along with what you are saying later, even if it is difficult for them to fathom.
Sometimes, a little patience is needed to make an employee feel like you heard them. If your employee is annoyed, acknowledge their frustration and, if abusive, make it clear that you won’t condone threatening behavior.
For employees to experience optimal performance in the workplace, you must design the best emotional employee experience and encourage every team member to aspire to attain peak performance consistently.
The poor performance of an employee is a function of emotional imbalance, lack of skills and motivation. A worker needs to have the ability to carry out the task and also get motivations to do so. The following reasons can cause poor performance:
One of the first four causes of emotional employees experience result from lack of skill:
If there is a lack of time, money, personnel, or supplies to complete a task, the employee will not be able to complete his job no matter how much he tries to. This is probably the leading cause to address, but you have a role to play by telling the employee to open up with those challenges as soon as possible instead of struggling to solve them independently.
As a result of obstacles, decisions from clients or superordinates, or challenges with another department or other barriers beyond the employee’s control. As a manager of the organization, you can step in and help in finding a way out of the obstruction and help the employee perform the tasks.
Most times, the performance of an employee has to do with his skills. Maybe the employee was promoted before he was ready, or a new set of roles was assigned to him. Hopefully, it will require some extra training and mentoring to solve this performance problem.
If the parameters for the project are not clearly stated, the employee tends to misunderstand them, which can result in poor performance. In other to avoid this, the manager should go over the project goals to see they can help clear up any undefined expectations or miscommunication.
Employee experience goes beyond any of those things, and yet it can embrace them all. Employee experience is not the same as Workplace experience.
Employee experience is an emergent business function whose focal point is to investigate how employees think and feel during every point of contact in their journey through the company. Employee experience emerged as a direct reaction to a similar function you might have come across: customer or client experience.
Client experience is presently the most advanced means of understanding an organization's customer. By leveraging on modern analytical methods such as journey mapping and audience segmentation, the organization aspires to understand and optimize the underlying client experience. The impact of client experience is very crucial to many companies today that they compete in the marketplace based on different consumer experiences. As of late, people managers such as AirBnB’s Mark levy have started raising some crucial but frequently unspoken question like:
An adage says, ‘’ happy employee equals happy customers’’ which means that whatsoever happens to the employees, whether favorable or not, has a lot to tell on the customers, which will determine or define the customer happiness.
The first inherent aptitude of most people who tried to answer this question is to conclude that all employee experiences are significant. They are not inevitably wrong, as they are trying to build a scheme to improve every minute in which an employee spends at work.
Employee experience is a relationship an organization make provision for with their employees to enhance the various processes, workspace, and enables the organizations to communicate, prioritize, and value their workforce.
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