It’s important for leaders to be able to show emotional support to employees. This type of support can strengthen trust between employer and employees; therefore, it leads to a resilient team.
In today’s dynamic work environment, emotional support for employees is no longer a perk. It has transformed into a critical part of company culture if that company wants to thrive in the long run.
Understanding this need, especially when considering issues like how employers address seasonal depression and other mental health challenges, is important.
In this article, we will go through why emotional support is important and how, as leaders, they can show emotional support.
Why Is Emotional Support Important?
Emotional support in the workplace is the act of providing empathy, understanding, and willingness, which should come from genuine and kind intentions, to help employees navigate personal or professional challenges.
This support is crucial because it directly impacts the very personal part of human beings, as Maslow’s hierarchy of needs has explained, which are psychological safety, reducing stress and burnout, while fostering a sense of belonging and loyalty.
Without it, even minor challenges can escalate into major problems, and that potentially requires formal intervention methods like the critical incident method for handling severe workplace problems or conflict.
By incorporating emotional support into the company culture strategy, leaders can create an environment where team members feel safe to be vulnerable and seek help, which is fundamental, not only to the employees’ well-being, but also to the company’s health.
How to Show Emotional Support to Your Team and Employees?
Providing emotional support requires managers and leaders to integrate empathy into their daily interactions with their people or employees, and better yet, into the organizational policies.
1. Practice Active Listening and Empathetic Communication
Showing emotional support begins with being a present and attentive listener to the employees.
When an employee is speaking, for example, leaders need to put away distractions, make eye contact, and listen to understand, not just to respond.
Some best practices that leaders can do such as using phrases that are encouraging, such as “I appreciate you sharing that with me.”
Active listening and empathetic communication are important because leaders might not know whether their employees have emotional trauma. Gentle actions can help providing emotional support for them.
2. Foster Psychological Safety and Openness
The next thing is creating a work environment where employees feel safe to speak up, and even admit mistakes and own it without fear of judgment.
When psychological safety is present, it reduces the need for employees to constantly stop worrying about having negative self-perception. It will in turn free up their mental energy. At the end, they will be able to channel the energy for creativity and problem-solving.
Leaders should encourage open dialogue, be transparent with information, and as a leader, it’s important to model vulnerability to build a foundation of trust.
3. Offer Flexibility and Support for Work-Life Balance
A rigid work structure can be a major source of stress for employees in general. Therefore, offering flexibility in work hours, remote work options, or simply being understanding about personal appointments can be perceived as emotional support.
However, of course, that flexibility also needs to consider whether it is applicable to implement. The point is to offer the employees a negotiation.
A healthy mental health at work environment is one where work-life boundaries are not only respected but actively supported, allowing employees to better manage personal responsibilities and avoid burnout.
4. Provide Access to Professional Well-being Resources
Next up, to provide emotional support, managers can also seek help from the professionals who have strong understanding and foundational theory and practices in dealing with human psychology.
Managers have limitations in providing a great deal of emotional support since they are not professional therapists who can understand all human psychological complexities from theoretical standpoints.
Therefore, it is crucial to provide employees with access to professional resources for mental health. Having the professional, employees get well-rounded emotional support.
This is where comprehensive employment services and EAPs become invaluable. These resources ensure that employees have confidential, expert help for issues that are beyond the scope of a manager’s role, from personal crises to professional burnout.
5. Recognize and Validate Employee Emotions
It’s so common when employees share their feelings, managers directly give unsolicited advice which often is not wanted by the employees.
In fact, as simple as recognizing an employee’s emotions and admitting that their emotions are valid without trying to “fix” them is a powerful form of support.
This can go by saying “I can see you’re feeling frustrated about this project” or “It’s understandable to be upset” validates their experience.
In the aftermath of a workplace event, having a clear critical incident management plan in place is crucial. It shows that the company has prepared to recognize and support the emotional and psychological needs of its staff.
Need to Build Your Resilience Team?
Building a truly strong team isn’t just about having talented individuals. It’s also about having a supportive culture where every member feels valued, heard, and supported.
By consistently providing emotional support, you help your team members navigate challenges and reduce burnout. It will help them to show up as their best selves, ultimately building a more resilient, engaged, and productive workforce.
To formalize your commitment to employee well-being and provide a structured system of professional support, consider a comprehensive solution.
For an invaluable resource designed to support your team’s mental and emotional well-being, explore D’Accord OAS’s EAP (Employee Assistance Program) today.
