When unemployment is low and there is a skilled labor shortage, employees have the advantage. Not unlike what a business does to get and keep customers, employers must work harder to recruit and retain the best employees. Recent research from Gallup indicates that half of U.S. employees are actively searching for a new job.
So, what’s an employer to do?
One area of opportunity is a focus on workplace empathy. Businessolver recently launched its 2018 State of Workplace Empathy study, which revealed that 96 percent of respondents rate empathy as an important sentiment for companies to demonstrate. However, 92 percent believe empathy remains undervalued, an increase of 7 percent over 2017. While companies look for employees who align with their values, it may be time for these companies to ensure that their values are in sync with those of their employees. It’s a two-way street.
The Workplace Empathy study revealed some interesting stats and facts. First, the good news:
- Ninety percent of employees are more likely to stay with an organization that empathizes with their needs.
- Eight in 10 would be willing to work longer hours for an empathetic employer.
- More than two-thirds of employees in tech, healthcare and financial services reported they would be willing to take slightly less pay for a more empathetic employer.
And, then there is some bad news:
- Nearly 80 percent would consider leaving their current organization if it started being less empathetic.
- Sixty percent would be willing to take slightly less pay for a more empathetic employer.
“When companies harness empathy properly – and not just as a corporate buzzword – it has the power to drive collaboration and innovation among employees,” said Businessolver’s Chief Strategy Officer, Rae Shanahan. “This builds not only a stronger, more engaged workforce but a healthier and more human-centered business that employees want to work for.”
The word empathy is an interesting one. It’s a soft word, but apparently with some hard consequences. If you ask people to describe what empathy means, you’re likely to hear words such as understanding, sympathy, compassion, responsiveness, identity, recognition, consideration, thoughtfulness, kindness, concern, sensitivity, flexibility and care. That last word, care, is one that seems to be popular. So, I took a look at the research and created a C.A.R.E. model to help organizations get in touch – and exhibit empathy – with their employees.
- Connect: It’s more than an organization and its employees being aligned with values. It takes a connection. It’s human nature for people to want to belong and be a part of a group with similar values. But, there has to be more. Employees want to feel that they are part of something important. Something that is fulfilling. That their work is valued. It’s a connection that goes beyond just good work for good pay.
- Acknowledge: Employees want to be acknowledged and appreciated. They want to be recognized for a job well done. This can be through genuine compliments, compensation and public recognition when appropriate. Many studies indicate that recognition and appreciation trump salary for some employees.
- Responsiveness: Employees will come to their managers and leaders for help and special requests, about their work and even sometimes personal. They want their leadership to be accessible and easy to connect with. Furthermore, they want to know they will be heard and have their requests and feelings considered and responded to.
- Enthusiasm: This one is a little motivational, but it can play an important role in an employee’s sense of fulfillment and belonging. When management and leadership can be excited about an employee’s accomplishment – both inside and outside of work – it shows they care. That’s empathy.
If your organization is not thinking about – even focusing on – empathy, you are at risk of losing top candidates as well as tenured employees. With so many companies worried about customer loyalty, perhaps they should shift some of the effort to creating employee loyalty. An emphasis on empathy could be a good start.
