How empathy works

- Human Resources deals with some of the most emotionally charged moments in employees' work lives, starting a new job, discussing compensation and promotions, and in the event of a departure. Understanding individual specific reactions during these moments is critical to be able to support them effectively. While these are particularly sensitive moments, the reality is that for all our interactions, whatever department in or working with, empathy gives us valuable insights by helping us connect with and understand the people that we're working with inside and outside the organization. How does empathy do that? Mirror neurons in our brains are activated when we see someone else experiencing an emotion. We feel it too, but to a lesser degree, so we're not inhibited to act. Dr. Helen Rice of Harvard Medical School, helps us realize our triggered reactions motivate and teach us to act. If the emotion that we see and feel is pain, we're motivated to avoid what caused that pain and also help the person in pain. We feel good about helping out and we inspire reciprocal behavior in others in case we're the one feeling pain next time. Dr. Rice explains that empathetic behavior underpins all human relationships, collaboration, cooperation, and reciprocity. It's made up of three components. The first is cognitive empathy, where you think and understand another person's perspective. When you put yourself in the other person's shoes and you use your imagination and curiosity to recognize how they see and think about the world differently. Just as HR and other team members think about a new hire's perspectives when they start their new job and are learning the ropes. The second component is affective empathy, sharing an emotional reaction. You feel what the other person is going through. It means identifying their emotion and tuning into what they're feeling, such as when you greet a new hire on their first day, you can feel and connect with their anxiety, especially if you remember how nervous you were when you started. And the third component is empathetic concern, how you act based on your understanding of how the other person is thinking and feeling, which might differ from how you would react. It's about the other person's experience. For example, there's a new Gen Z on your team who still seems very anxious at the end of his second week. So you act to help him feel more integrated and at ease and invite him to join you and a couple of others at lunch. Practice these steps to improve your empathy skills in the work place. Think about your colleague's different point of view, concerns, and their needs. Try and tap into what they feel so you can connect and build trust more quickly. And act upon the knowledge to improve relationships and results all around.