Chief Human Resource Officers…

Leading with Empathy and Technology

The role of Chief Human Resource Officer (CHRO) carries a new weight during this time of charged uncertainty: strategically managing human capital with empathy. Leading with empathy doesn’t just position CHROs to fare better in the long run – it’s essential for company survival. Pre-pandemic, leading with empathy separated top leaders from the middle-tier. Then the pandemic’s assault attacked more than profit margins: it lowered employee morale. Now, as employees face high anxiety, upheaval, and burnout, empathy is simply a requirement to productivity. And the heightened civil unrest amplifies the need to lead with empathy. At a time when CHROs find their teams bogged down by administrative HR duties (think payroll, benefits, restructuring, etc.), CHROs must now also figure out how to effectively drive and sustain a productive and inclusive culture – virtually.

And, in the short-term window of the last several months, HR teams have excelled at rising to the empathy occasion, giving employees much-needed communication.

What does it mean to lead with empathy?

While no one has the definitive answers of “the best path forward” in today’s unprecedented circumstance, CHROs are uniquely equipped to teach and model compassionate leadership. Uncertainty fills voids with concern and employees want as much information as possible. “Compassion and empathy can no longer be seen as extra, nice-to-have qualities; they are essential,” writes Arianna Huffington in this week’s Harvard Business Review. And, in the short-term window of the last several months, HR teams have excelled at rising to the empathy occasion, giving employees much-needed communication. On top of all of their essential responsibilities, HR teams are leading more frequent employee check-ins, creating virtual water-coolers, and enabling greater transparency with insights about the future.

As we shift from the crisis-mode version of remote work into a more permanent version, leaders must figure out the model for resilience when it comes to empathy.

The real challenge is coming…

Whether companies head back to the office in phases, have some employees return while others stay remote, or continue to have the majority work remotely for the long haul – everyone has stresses inside and outside of the workplace. CHROs will need to encourage their peers and senior leaders to remember empathy even when only some employees return to the office. Imagine the scenario of a socially distanced conference room that allows for three — in stead of six — employees in person and three who work remotely. If you’re in the conference room and a remote colleague’s toddler starts screaming in the background, will everyone in the office sustain today’s level of empathy for the exhausted working parent? Using history as a guide, without a renewed focus on empathy, executives will likely roll eyes and be annoyed with their colleague. Leaders need to continue offering empathy for those employees who remain in a permanent remote reality. As we shift from the crisis-mode version of remote work into a more permanent version, leaders must figure out the model for resilience when it comes to empathy.

CIOs can partner with CHRO’s to create effective training materials, resources, and classes that keep employees connected and boost employee morale, proven to result in higher productivity.

Staying Connected

In the years to come, CIOs will continue to shape remote work life infrastructure and CHROs will need to be facile with the selected technologies to stay connected with the employee base. More frequent touch bases with staff – whether that’s daily check-ins between a manager and their team, sending engagement surveys weekly, or embracing internal social media channels – will help leaders keep a pulse on their employees and their well-being.

In addition,  just as leaders embracing virtual video-conferencing tools like Zoom, Slack and Microsoft Teams throughout the day, they should also host non-work events like happy hours and team building activities. Forbes Human Resources Council member Marcy Klipfel notes that “though some might be skeptical about non-work meetings, they can provide essential lifelines to newly-remote employees who may be struggling with feelings of sudden isolation.” She also recommends virtual brainstorming sessions as a way to boost creative problem-solving. CIOs can partner with CHRO’s to create effective training materials, resources, and classes to keep employees connected and boost employee morale, proven to result in higher productivity.

Ellebridge coaches CIOs on strategically partnering with CHROs to deliver employee training and change-management programs.

Partner with Ellebridge

Bridging the gap between HR and Technology, Ellebridge shoulders a portion of HR’s burden, helping employees adjust to new virtual tools and practices that enable empathy. Additionally, Ellebridge coaches CIOs on strategically partnering with CHROs to deliver employee training and change-management programs. By translating the sometimes tough to understand ‘tech speak’ in a way that connects to the average employee, Ellebridge successfully sets the stage for better and more meaningful employee engagement. With our help, CHROs will have more time to focus on empathetically guiding employees through this tough time, fostering an environment of trust and loyalty that will better serve everyone in the long run. Contact us to learn how we can help you today. When your customer is your employee, you need Ellebridge.