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Management Is About Emotional Connections—Not Rules

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Once upon a time, the threat of job loss or a pay cut from upper management was all it took to influence employees and keep them on the straight-and-narrow. Today, however, the employee-manager relationship depends more on collaboration than it does on top-down ruling. Person-to-person, emotional connections are essential for engaging and inspiring employees in today’s workplace, says workplace coach Jay Forte.

Some see this new management tactic as a fancy way to describe "handholding," but Forte argues to the contrary. "Actually building a personal connection with employees is one of the most significant ways managers can activate performance and inspire loyalty," he writes on Human Capitalist.

How should managers add a higher level of emotional intelligence to their employee relationships? Make the effort to understand each employee and share information that will help improve performance.

He offers a sample letter for managers to send to their employees, asking them to keep improving not only in their day-to-day tasks, but also as people. The letter encourages them to improve: their work, their contact with customers, their workplace culture, their communities, the planet and finally, themselves.

"Do more than just manage your talent: Engage and inspire it," Forte says.

Want to connect with your employees and raise their personal standards? Read the full letter on Human Capitalist.

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Dai slancio allo sviluppo del tuo team favorendo la crescita professionale

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Dai slancio allo sviluppo del tuo team favorendo la crescita professionale

Nel mercato del lavoro odierno, quando le organizzazioni cercano di trattenere i dipendenti spesso si ritrovano ad affrontare un ostacolo chiamato “talent hoarding”, l'accaparramento dei talenti. Questa situazione si verifica quando un manager trattiene con tutte le sue forze un dipendente perché lo ritiene una risorsa essenziale per il proprio team. Con tutta probabilità, perdere quella persona significherebbe creare una lacuna all'interno del reparto che il manager potrebbe avere difficoltà a colmare.

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