7 Questions Empathetic Leaders Ask

Being a leader is a tough job. You have to manage people and at the same time be a great role model. Moreover, every employee is different and have specific needs that must be handled in a personalized way. Here we detail 7 questions empathetic leaders ask.

Questions Empathetic Leaders Ask – Overview

Some people are born to be leaders and some groom themselves with time. But whatever the case, in today’s evolved society everyone wants to be treated well. They may compromise on the resources they have but will need a dignified treatment from their colleagues.

Also, a leader has many qualities along with a dignified persona. They know when to be tough and when to be soft. But these qualities have to be groomed and changed according to the people you deal with.

If you are already developing interest and want to do a great thesis on leadership, then thesishelpers.com has some really great skilled writers to help you with your thesis work. In fact, they are so excellent in their research work, that they can even help you in completing thesis work of other subjects.

So, let us now discuss the 7 questions empathetic leaders ask their colleagues and employees that further help their development as an empathetic leader.

What are the 7 questions empathetic leaders ask?

You are not quite you today, everything ok?

You can ask this question when you see that a person is not their usual self. Ask them comfortably and then with a smile put out the question. If you feel that this employee gets nervous in front of you, you can ask them to meet you in the break room for a coffee together.

These types of questions not only let you know the reason for the employee’s uneasiness but it will also let the employee know that you care. You may get the answer or you may not, that highly depends on how personal the employee wants to get, but this question will certainly let them know the concern you have towards him.

Is there any way I/we can help you?

Getting help when you least expect it is the best thing that can happen to anyone. When you ask this question to your employee, they will have a sense of relief. Plus, they will also have a feeling that they are more than an employee. They will know that the leader needs to be tough at times but otherwise they are concerned about everyone that works for him or the company.

An employee may or may not ask for your help but just showing that you or the organization is ready to help makes a lot of difference.

I am sorry for your troubles, please let us know how we can help?

While this may be very sensitive and difficult to bring up, this is a question empathetic leaders need to learn how to bring up with their employees. Some life events that warrant this question include losing a loved one, a major financial crisis, or something else.

When you hear that something has happened to anyone, try to talk to the concerned person. Offering your apologies and help can take a little burden off the person’s mind. Remember, this is a sensitive subject and may be difficult for the employee to open up.

I hope the way I/the organization has helped you was enough. Do let us know if you need anything else?

This question can be asked once an employee that has gone through some tough times is on the mend and getting back on a regular schedule.

Even once the difficult times have passed, the person may be still physically and mentally toiled which will affect their work life. Following up continuously and checking in is a great sign of an empathetic leader.

Are you sure you are ok?

This question can be put when you notice that the person’s health is deteriorating. And not just physically. If you notice that your employee was performing exceptionally but suddenly has been making mistakes, try talking to them. Showing concern about the mental and physical health of an employee is sure to make you an empathic leader.

Moreover, making an employee feel like you really care about them is a great way to show empathy.

You have done a great job. How did you manage?

Appreciation is equally as important as showing concern. When you show appreciation to an employee, they usually get a boost to their motivation. Also, when an employee knows that their efforts are being appreciated, they may even try harder to beat those new expectations.

I see you are putting in a lot of extra hours. Is everything ok?

When you see an employee putting in extra hours, you should ask to see if there is a problem. Working late a few times shouldn’t be a huge concern, but if it become more regular there may be an issue at hand, such as time management problems are burn-out.

Determining the reason for working late is a great sign of being an empathic leader.