Johnny C. Taylor, Jr., SHRM-SCP’s Post

From an expert, take a read and comment if you wish to do so.

Empathy is a natural part of being human. For some or all? Don’t underestimate how important empathy is and how a stubborn ego can destroy an entire operation. At one point in my career, my focus was on numbers. Until one respects and fully understand that your employees success is a reflection of an effect approach led with empathy, you will never be successful and only a manager that’s a follower. Real leaders lead with love and empathy daily. The universe does not bless evil. And no amount of performance threats, etc. will make you feel good. Try empathy.

Leading requires action…

Among all my public information officer (PIO) trainings, empathy was the number one trait that people struggled to grasp at first, but quickly learned was mutually beneficial. Empathy is a way of being, a moral or ethical dedication. It’s a value and a skill, it’s what earns respect, trust and loyalty the most. But you’ll find friends, co-workers (leaders and peers), and even spiritual / religious leaders who completely lack it. They’re listening to themselves and their own interests; and they might fly high, but not as high - or for as long and balanced - as someone who understands empathy. Empathy is the foundation of a strong person and a strong community.

Johnny C. Taylor, Jr., SHRM-SCP - applauding your/SHRM’s emphasis on civility and empathy for 2024. Both qualities are indispensable for functional, positive workplaces and communities. Ingraining empathy and civility requires consistent commitment by leaders through policies, words, and actions. Managers and people leaders who do recognize the importance of those qualities should evaluate how well they’re promoting them, then work with senior leaders to build workplace productivity on a foundation of empathy and civility. This is all easier said than done! Short-term priorities will often appear to be in conflict with these values. The best organizations to work for will accomplish long-term success because they solve work problems constructively and with regard for one another. New hires who land a role at a place that does this will find they want to contribute more, that they actually can contribute more, and I think they will want to stick around longer.

The Great Resignation has highlighted how worker expectations are changing. While pay is an important factor, an intriguing question was recently raised: 𝐖𝐡𝐲 𝐝𝐨 𝐩𝐞𝐨𝐩𝐥𝐞 𝐥𝐞𝐚𝐯𝐞 𝐭𝐡𝐞𝐢𝐫 𝐣𝐨𝐛𝐬? The focus shifted to three intrinsic motivators that can influence an individual's decision to leave a position: ☯ 𝐃𝐢𝐬𝐜𝐨𝐧𝐧𝐞𝐜𝐭 𝐟𝐫𝐨𝐦 𝐭𝐡𝐞 𝐎𝐫𝐠𝐚𝐧𝐢𝐳𝐚𝐭𝐢𝐨𝐧: Employees crave a sense of belonging and value within their company. When this connection is absent, disengagement and low morale can arise. ☯ 𝐒𝐭𝐚𝐠𝐧𝐚𝐧𝐭 𝐏𝐫𝐨𝐟𝐞𝐬𝐬𝐢𝐨𝐧𝐚𝐥 𝐃𝐞𝐯𝐞𝐥𝐨𝐩𝐦𝐞𝐧𝐭: Ambitious individuals seek opportunities for growth and learning. Management's lack of investment in their skill development can lead to feelings of stagnation and a desire to pursue new challenges elsewhere. ☯ 𝐋𝐢𝐦𝐢𝐭𝐞𝐝 𝐋𝐞𝐚𝐫𝐧𝐢𝐧𝐠 𝐎𝐩𝐩𝐨𝐫𝐭𝐮𝐧𝐢𝐭𝐢𝐞𝐬: Curiosity and a thirst for knowledge are key drivers of human motivation. A work environment without new learning opportunities can stifle employee engagement and hinder innovation. 𝐓𝐡𝐞 𝐓𝐚𝐤𝐞𝐚𝐰𝐚𝐲: Financial compensation is just one piece of the puzzle. Companies prioritising creating a supportive, growth-oriented environment will be better positioned to attract and retain top performers. 𝐖𝐡𝐚𝐭 𝐚𝐫𝐞 𝐲𝐨𝐮𝐫 𝐭𝐡𝐨𝐮𝐠𝐡𝐭𝐬? Share your insights on what motivates you in your workplace and what factors contribute to employee retention in today's dynamic market. #EmployeeRetention #TheGreatResignation #TalentManagement #Appraisal #Resignation #jobs #company #corporate #TAT #HR #Resources #Management

Is this the end of the great resignation? After years of candidates calling the shots, dictating the recruitment market, and holding every ace, the times, they are changing. The great resignation heralded a mass migration of workers as they sought better wages, better benefits and a better work-life balance following covid-19. Not anymore. Evidence is emerging that with the onset of the cost-of-living crisis and growing financial uncertainty; employees are increasingly staying put. What effect does this have on recruitment? Will it make it easier to recruit? Will employers wrest back control from employees? Join Tim Clifford as he dissects developments and puts across his thoughts on where HR is headed and if we really are in a moment of flux. #thegreatresignation #candidateattraction #candidateattraction #ats #atssoftware #applicanttrackingsystem Talos360

Beyond the great resignation 🚀🌟 Discovering the new narrative of work and progress Click the link below to read more! 📲 #JackieWeathersConsulting #Princeton #Consultant #PerformanceConsulting #BusinessServices #EmployeeEngagement