After reading A Review of Leslie Jamison’s The Empathy Exams: Essays, I’m interested in learning about how myself & others participate in the world. According to the Gallup Clifton Strength Finder assessment, empathy is one of strongest professional abilities. However, it maybe beneficial to question how I have become empathetic, how to use empathy more effectively, and learn empathy scenarios which I could come across in the future. Perhaps the book may answer questions, such as, can empathy be coached? As an aspiring HR professional, I think I have to add this book to the queue of 2015 reads.
To expect The Empathy Exams to equip me with a deeper sense of humanity is to expect a lot from a book—maybe too much. Still, I found myself staring at the words but not understanding them—instead, wracking my brain for something of solace to offer this man. The Empathy Exams is not a practical guide on how to live an empathetic life, but an intellectual exploration of the subject from a range of angles. My wanting to act with compassion and empathy was a byproduct of excellent writing
“Another day, another dollar!”
Achieving a highly productive work environment which fosters creativity, team work, continuous learning, and quality results has proven to be quite a difficult task. Luckily, performance management systems provide a standardized process to state, track, and manage accomplishments of organizational objectives. When thinking about managing employees efforts in regards to meeting their job expectations; motivation can be the key ingredient in determining whether your workplace is flavor-ably spicy delight or a bland, lackluster dish.
The following 3 concepts (listed in rank) can assist in motivating employees and giving employees a sense of accomplishment:
1. Assigning New Projects/Challenges – Give your employees the opportunity to use their unique skills and personal interest as often as possible. Look to fit employees into roles they can use their computer graphic skill, evening planning, or other interest to maximize the project results and give the employee the space to do what they love. Especially important to present this opportunity to the employee seeking a challenge.
2. Mentorships – For an employee to have someone to look up to, share their goals with, get honest feedback from (other resources other than a direct supervisor) can be a very motivating experience. Not to mention, this concept could associate more positive connections between the employee and the company. This is a development tool providing great benefits if managed appropriately.
3. Informal Positive Feedback – Leave a note, shoot an email, or just stop by their office to let the employee know that you recognize and appreciate their hard work! Don’t wait until the formal review process, informal gestures seem more genuine.