When your employee feels angry, sad, or dejected (Record no. 527240)
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| 000 -LEADER | |
|---|---|
| fixed length control field | 02202nam a22001577a 4500 |
| 008 - FIXED-LENGTH DATA ELEMENTS--GENERAL INFORMATION | |
| fixed length control field | 240816b ||||| |||| 00| 0 eng d |
| 100 ## - MAIN ENTRY--PERSONAL NAME | |
| Personal name | Bradley, C., Greer, L. and Sanchez-Burks, J. |
| 245 ## - TITLE STATEMENT | |
| Title | When your employee feels angry, sad, or dejected |
| 260 ## - PUBLICATION, DISTRIBUTION, ETC. (IMPRINT) | |
| Place of publication, distribution, etc | Harvard Business Review |
| 300 ## - PHYSICAL DESCRIPTION | |
| Extent | 102(4), Jul-Aug, 2024: p.76-83 |
| 520 ## - SUMMARY, ETC. | |
| Summary, etc | Dealing with the negative emotions of employees isn’t easy, but knowing what to do or say can make a huge difference to their well-being, the quality of your relationships with them, and team performance. The trouble is, many leaders fail to respond at all because they think discussing emotions at work is unprofessional or worry they don’t have the right to intervene in personal matters. That’s a mistake. Research shows that teams whose leaders acknowledge members’ emotions perform significantly better than teams whose leaders don’t. In this article the authors offer a road map for providing employees emotional support. The right response depends heavily on context, in particular, whether someone (1) is working on a time sensitive goal and (2) seems to be coping. Sometimes you have to intervene quickly; sometimes you should simply validate the employee’s feelings; sometimes you should validate and then offer advice; and sometimes you should give the person space and time. You need to assess each situation carefully and avoid the tendency to always jump in with solutions, bearing in mind that employees may not expect you to fix things; they may just need to be heard. Reproduced https://hbr.org/2024/07/when-your-employee-feels-angry-sad-or-dejected |
| 650 ## - SUBJECT ADDED ENTRY--TOPICAL TERM | |
| Topical term or geographic name as entry element | Emotional support, Leadership response, Negative emotions, Workplace empathy, Team dynamics, Employee well-being, Managerial intervention, Contextual leadership, Time-sensitive goals, Coping assessment, Validation, Active listening, Psychological safety, Emotional intelligence, Organizational performance, Professional boundaries, Empathetic leadership, Managerial discretion, Supportive communication, Non-intrusive guidance |
| 9 (RLIN) | 56552 |
| 773 ## - HOST ITEM ENTRY | |
| Main entry heading | Harvard Business Review |
| 906 ## - LOCAL DATA ELEMENT F, LDF (RLIN) | |
| Subject DIP | EMPLOYEE RELATIONS—MENTAL HEALTH SUPPORT |
| 942 ## - ADDED ENTRY ELEMENTS (KOHA) | |
| Item type | Articles |
| Withdrawn status | Lost status | Source of classification or shelving scheme | Damaged status | Not for loan | Permanent location | Current location | Date acquired | Serial Enumeration / chronology | Barcode | Date last seen | Koha item type |
|---|---|---|---|---|---|---|---|---|---|---|---|
| Indian Institute of Public Administration | Indian Institute of Public Administration | 2024-08-16 | 102(4), Jul-Aug, 2024: p.76-83 | AR132686 | 2024-08-16 | Articles |