A recent study published by Binghamton University, State University at New York revealed that showing compassion to employees improves workers’ performance.  On the other hand, authoritarianism leadership has the exact opposite effect – negatively affecting work performance.

While having clear goals and benchmarks also proved important, it’s important for managers to put as much or more energy into ensuring the well-being of employees.  "In other words, showing no compassion to your employees doesn't bode well for their job performance, while showing compassion motivated them to be better workers," the university said.

More and more evidence is coming out showing that behaviors such as compassion, empathy, and gratitude are what make the difference in people-centric work cultures.  Jeff Weiner, LinkedIn CEO, tweeted, “Big misconception about managing compassionately is that it’s a ‘soft’ skill.  Most compassionate people I know are typically the strongest.”

The Oxford Handbook of Compassion Science describes compassion as “an individual, group, organizational and cultural force of nature that positively changes lives and transforms companies.” One of the book’s contributors, David DeSteno, stated, “People made to feel pride and compassion are willing to persevere more than 30% longer on challenging tasks compared to those feeling other positive emotions, such as happiness, precisely because pride and compassion induce them to place greater value on future rewards.” 

Another contributor, Kim Cameron, states that people who feel compassion “"demonstrate higher levels of helping behavior, moral reasoning, connectedness, and stronger interpersonal relationships, as well as less depression, reduced moodiness, and less mental illness.”

A study cited in the book found that organizations with higher levels of compassion throughout leadership experience increased performance, innovation, customer retention, profitability, and quality.  They also experience less turnover.

According to an article written by Jeff Weiner on LinkedIn, the three elements of managing compassionately include:

The meaning of compassion and how it differs from empathy – Compassion can be defined as “walking in another’s shoes,” and empathy can be defined as “feeling what another person feels.”  The ability to see something from another person’s perspective can be invaluable in dealing with others, specifically in a stressful work situation.  Jeff describes an example of two people strongly disagreeing with the other.  Most people tend to only see their own point of view and can’t understand how the other person does not feel the same way.  But the more constructive approach is to take the time to understand how the other person has come to their conclusion.  It can be the difference between a challenging situation and a learning and collaborative experience.

Compassion can be taught – Children all the way up to adults can be taught compassion.  A PBS program titled “A Class Divided” documents a lesson taught by Jane Elliott, a third grade teacher in an all-white town in Iowa.  She conducted a lesson/experiment with her class the day after Martin Luther King Jr. was shot.  She divided her class into two sections – one blue-eyed and one brown.  The first day she gave privelge to the blue-eyed children.  The second day she reversed it and gave privilege to the brown-eyed kids.  The kids saw first-hand how it was to be treated differently due to a physical feature out of their control. The documentary tracked the kids years later when they were adults, and nearly every student was a civil rights advocate.  This same principal can be taught in higher education and corporate learning and development programs.

Wisdom without compassion is ruthlessness; compassion without wisdom is foolish – Basically, wisdom alone is not enough.  We need both.  Compassion allows one to to the right thing with their wisdom.  Last week’s ASE Talent Symposium keynote, Kurt David, stated, “There is more information today than ever, but much less thinking.”  It’s what we do with all that information and wisdom that matters.

A culture of compassion within an organization encourages teamwork and increases productivity.  But it doesn’t always come naturally.  HR professionals can use training and coaching to ensure that managers have the tools they need, including compassion, to be effective leaders.

Additional ASE Resources

ASE Talent Development Courses – ASE’s Principles and Practices of Supervision, Influence without Authority, and Coaching for Peak Performance are just three of our many courses helpful for teaching compassionate leadership and work relatability.  View the entire list of upcoming courses here.

ASE Coaching Services – For those times when one on one coaching is needed, ASE offers developmental coaching services. The approach with a coaching client is personalized in line with the coaching client’s position, level, initial objectives, and personality.  For more information visit our website or contact Mike Burns.

Sources: hrdive.com, inc.com, LinkedIn