CHICAGO–There are eight invisible warning signs from employees that emotionally intelligent leaders must act upon, according to one person.
Writing on Inc.com, Scott Mautz, CEO of Profound Performance, a veteran P&G executive and an adjunct professor and author, said leaders who are in-tune enough with their organization can spot signs of an employee in need--in multiple ways. Here are eight such warning indicators, according to Mautz:
One: "I don't know if I'm good enough to make it here."
In conducting research for his book Find the Fire, Mautz said he found a “whopping 93% of employees polled said they'd taken a hit to their self-confidence (at least temporarily) due to something that happened at work in the past six months. Relatedly, the number one thing I coached employees on over a 30-year corporate career was self-doubt about worthiness and competitiveness; i.e. their ability to stack up to peers and ‘cut it.’”
Confidence Building Tip
Mautz recommends reminding them to stop comparing to others. “The only comparison that matters is to who they were yesterday,” he wrote. “Help them accept they're not perfect. Encourage them to strive for authenticity, not approval. Get them focused on their potential, not their limitations.”
Two: "I don't feel like I fit in here."
Mautz suggests leaders pay attention to employees at happy hours, gatherings after the meeting, at lunch, etc. “Those seeming isolated/alone might not feel like they're fitting in,” he wrote. “Also pay attention to ‘office gossip’ (shutting it down when you hear it, by the way) or listen for complaint trends about any one employee. It might be that the ‘targeted’ employee isn't fitting in in the eyes of other employees.”
Mautz said strong cultures can quickly make newcomers feel isolated. “Go out of your way to make these people feel welcome and encourage fellow employees to do likewise.”
Three: "I blew it. I'm a failure.
“I'd spot this, for example, after a meeting where an employee didn't exactly nail it,” said Mautz. “The dejected nature, the sheepish look. If not addressed immediately it can devolve into an utter loss of confidence.”
Mautz’s recommendation is leaders remind theindividual there are really only three ways you can fail: when you quit, don't improve, or never try. “Then we'd discuss what could have gone better, ending it with their tacit understanding that I had their back and would help them improve.”
Four: "I'm overwhelmed."
This is the easiest to spot, observed Mautz: unpreparedness, stress, exhaustion, irritability, inattention to detail and general poor performance.
“Your fast action is critical. I engaged such people about their priorities, whether or not I was unwittingly creating more work for them, and how they were prioritizing. We mutually owned their sense of feeling overwhelmed and co-created a plan to fix it.”
Five: "I stopped growing years ago--I'm bored."
Mautz noted these employees don't volunteer, miss opportunities to take initiative, and seem to have plateaued.
“Your job is to get them to recommit to the concept of challenge, give them opportunities to stretch/grow. Sometimes it takes a push, but I've never ushered someone into a renewed phase of personal growth and not seen their spark reignited and them thankful for it.”
Six: "I'm scared people will find out I don't know what I'm doing."
Different from being overwhelmed, Mautz wrote these are people who are underinformed, underprepared, undertrained. They might, for example, seem unsure of themselves as they're presenting or (in a meeting) rifle through three different binders, all poorly organized, scrambling to find a supporting sheet when asked a question, he said.
“Obviously, don't approach this as, ‘I see you don't know what you're doing.’ It's about ensuring this employee is set up to win, with all the coaching investment, resources, and training they need.”
Seven: "Something's happening in my life that has me down/distracted."
High-EQ leaders might spot an employee suddenly showing up with less energy, quieter, distracted, withdrawn, said Mautz.
“Everybody has their thing. Employees (nor you) can't help but bring their thing into their work thing. Work and life have become too inseparable for any other truth,” recommended Mautz. “Don't pry or overstep your bounds, but do inquire on their well-being and let them know you care/are there to help. Just the fact you cared enough to ask will help.”
Eight: "I'm not getting promoted fast enough, and it's killing me."
According to Mautz, signs of this are employees lashing out at peers, bitter/corrosive comments at meetings, or constant signs of frustration.
“The solve is to show genuine appreciation for them, keep them challenged, have honest career discussions and show you care about getting them there,” Mautz said.