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3 Essential Tips for Emotional Intelligence that Telecommuter Managers Need to Know

Study guide

The corona virus and its troubles have left many companies and organizations with social and economic constraints. Many people have lost their jobs and many have been forced to work remotely. This process continues. Employees and managers must cope with these new conditions. In such a situation, emotional intelligence is very important for managers. Emotional intelligence plays an important role in the management of telecommuting employees; Because we all face many emotional challenges. In this article, we will talk about 3 key issues in telecommuter management that emotional intelligence plays an important role in their management.

Bruce Feiler is the author of Life in Progress: Masterfully Coping with Change. In this book, he names the great changes in life that continue after the earthquakes and their consequences ‌. According to Filler, the secret to surviving an earthquake can be summed up in these three words: “You are not alone!” This golden sentence is very useful these days.

When it comes to telecommuting, what is challenging for many telecommuters is the feeling of loneliness and isolation. This is where emotional intelligence comes in handy for managers. Managers need to use emotional intelligence to build a bond between themselves and their employees.

Start with a deep understanding of the issues that have affected us all these days.

1. Be empathetic

We all go through different stages of grief in some way. Some have lost a loved one, friend or acquaintance; Many of us miss our past lives so much. Everyone has lost something because of the corona. In this situation, we all feel frustrated in some way.

As a manager and leader, emotional intelligence leads us to the golden words in management vocabulary: I hear you. This sentence creates a bridge to get through the current situation. This sentence means I understand you and I understand what a difficult issue you are leaving behind.

As a leader, you need to show that you are listening. You need to lead empathetically and make employee recognition a useful tool. The opposite point is the acknowledgment of carelessness and denial. Turning and ignorance have no place in effective leadership. You can not manage your employees by ignoring the situation.

Building trust begins with acknowledgment, recognition, and honesty. Acknowledge and recognize the pain and suffering of employees. Sometimes creating an opportunity to talk honestly about people’s real thoughts and feelings can be a powerful lever for a leader and manager.

2. Exit the repeat cycle

Many telecommuters feel that every day is the same as the day before. It seems to be a repetitive cycle every day that is not interrupted by going out, talking, or meeting; So every day is like the day before. Everything from work to meeting friends and family takes place in the same position in front of a phone or laptop camera. It is as if you have to face the camera to face the world.

Emotional intelligence in management is very effective for such a situation where time and space are broken. Some of the top organizations have turned to regular short meetings. 15-minute appointments are more appropriate for repetitive situations. To break the cycle, top executives encourage employees to make appointments outside of the usual video calling format; But what happens in 15-minute sessions?

Emotional intelligence leads you to more focused summaries, transparency and interaction. Is this method effective? Consider an alternative method: What if you have 2-hour virtual meetings with employees? Every manager knows that a shorter meeting is more effective, even if it means more meetings.

3. Be pragmatic alongside empathy

The effect of pragmatism along with empathy in the use of emotional intelligence for managers

Empathy is important in the workplace, but the manager cannot take on the role of therapist. You can not spin your magic wand and bring the crowd back to the cinemas. You can not make false promises to an employee who is struggling to get a promotion or salary increase. What you can do as a leader is innovate.

Remember the golden sentence: You are not alone! How can people be made aware of their abilities and capabilities and encouraged to take advantage of them? An effective way to achieve what you want is very simple: ask others! How should you express your desire to others?

Paying attention is the first step to commitment. Encourage people to innovate and find new solutions as you work on agreements, explore needed resources, and come up with ideas. Recognize and value positive change, rather than emphasizing the existing mechanism and maintaining the status quo. Maintaining the status quo does not shape the future; Managers who go beyond empathy build it.

Empathy without action is ineffective. Empathy leads to agreement at best: an obligation to move beyond the status quo. This is the result of emotional intelligence in management.

With the help of emotional intelligence, be a manager who cares about his employees and demands them without fear. Emphasize that you have a listening ear. Remind yourself and your employees that you are not alone.

Most importantly, pass these on to your customers. Show them that you understand their concerns, that you have similar concerns, and that the organization is working to address those concerns. Do not forget to pay attention and value, which is not only a soft skill, but also a necessity of leadership in today’s world.

Do you have telecommuting experience? If you lead a group of employees, how do you manage? What are the differences between management and leadership at the present time and leadership in the normal situation? What skills and actions do you recommend? Share your comments and experiences with us through the comments section.




3 Essential Tips for Emotional Intelligence that Telecommuter Managers Need to Know

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