2 Discussion Replies 300 words Each

In the modern workplace, managers oversee organizational success and are responsible for fostering a culture of empathy and support (Arghode et al., 2022). Kyle experiences this truth as a manager of a cutting-edge IT firm of 150 employees. Unfortunately, he has a top employee named Tim under him who is making many errors, which is not the norm. Despite Tim’s recent decline in performance, Kyle recognizes the importance of addressing the situation with empathy and understanding, emphasizing how crucial Tim’s role is to the company’s success.

Approaching Tim with Empathy

To create an atmosphere where Tim feels safe sharing what is causing his performance issues, Kyle must approach Tim with genuine concern while showing empathy (Cascio, 2022). If Tim feels comfortable, he will be more willing to share some of his challenges, including that his fiancée broke off their engagement (Clarke et al., 2024). When Tim begins to speak about his struggles, Kyle must listen, offer support, and convey to Tim that he now understands why there are performance issues. This will let Tim know that the continuation of the conversation will be grounded in compassion and that he is indeed being heard.

Tim’s Well-Being

Proverbs 27:23-24 (English Standard Bible, 2016) teaches us to pay attention to the well-being of what God has entrusted to us, including employees we supervise. Kyle must assure Tim that his well-being is a top priority and that the company is ready to provide comprehensive support during this challenging time, aiming to alleviate any anxiety Tim might be feeling.

Holding Tim Accountable

Showing empathy and compassion does not mean an employee can continue getting away with poor performance. While Kyle acknowledges Tim’s personal struggles, he must also emphasize the importance of meeting professional expectations and that not doing so can result in discipline. Ecclesiastes 9:10 (English Standard Bible, 2016) reminds us that when we do work, we should do our best. By upholding a standard of accountability, Kyle is honoring God as a manager. Tim is honoring God as an employee by upholding a standard of excellence.

Kyle’s Solution

Kyle and Tim must collaborate to devise a plan to improve Tim’s performance. Tim’s involvement in solving the problem will foster a sense of ownership, and employees who feel they have a say in decisions are more likely to succeed (Degbey et al., 2021).

A broken engagement is rather traumatic and can bring many emotions to the surface. Kyle can show empathy by allowing Tim to take an extended break when he cannot perform to the required standards. By leaving his desk, Tim could walk around, clear his mind, and return to his desk refreshed.  If Tim needs to take care of something that requires his full attention, he could use some paid time off (PTO) and return refreshed.

Kyle’s Prayer

The most essential thing Kyle could do for Tim is pray for him. When we pray, we are talking to God. One of the most empathic and compassionate things one can do is take another person’s worries and struggles to the Creator. Jeremiah 30:17 (English Standard, Bible, 2016) reminds us that God will restore our health, including a broken heart. As a Christian, Kyle can take this matter to the Lord of Tim’s behalf and ask that God heal the hurt Tim is going through.

Conclusion

In conclusion, when an employee like Tim is going through something hard that is affecting his performance, such as a broken engagement, a manager must show empathy while holding the underperformer accountable. The manager should create a safe space, listen, and work with Tim to develop a solution to raise his performance to the organization’s standards. As a Christian, the manager can pray for the hurting employee, asking God to intercede and heal broken hearts.

References

Arghode, V., Lathan, A., Alagaraja, M., Rajaram, K., & McLean, G. N. (2022). Empathic organizational culture and leadership: conceptualizing the framework. European Journal of Training
 and Development, 46(1/2), 239-256.

Cascio, W. F. (2022). Managing human resources: Productivity, quality of work life, profits (12th ed.), New York: McGraw-Hill

Clarke, E., Näswall, K., Masselot, A., & Malinen, S. (2024). Feeling safe to speak up: Leaders improving employee wellbeing through psychological safety.
 Economic and Industrial Democracy,0143831X231226303.

Degbey, W. Y., Rodgers, P., Kromah, M. D., & Weber, Y. (2021). The impact of psychological ownership on employee retention in mergers and acquisitions. Human Resource Management Review, 31(3), 100745.

Holy Bible. English Standard Version (2016). Bible Gateway. https://www.biblegateway.com/versions/English-Standard-Version-ESV-Bible/