How can leaders demonstrate empathy in remote or hybrid work environments?

In today’s rapidly evolving workplace, demonstrating empathy in remote and hybrid environments has become a critical leadership skill. With 58% of American workers now having the option to work from home at least one day a week, leaders must adapt their approach to maintain strong connections with their teams. But how can they effectively convey empathy across digital channels?

To address this pressing question, we turn to two renowned experts in strategic empathy and organizational behaviour to bring diverse perspectives on navigating the complexities of modern work environments.

In this article, we’ll explore their insights on demonstrating empathy in remote and hybrid settings, uncovering common themes and practical strategies. From active listening techniques to creating virtual spaces for connection, these experts offer valuable advice for leaders looking to enhance their emotional intelligence and team dynamics in the digital age.

Join us as we delve into the wisdom of our first speaker, Daniel Murray, and discover how to foster empathy in the new world of work.

Daniel Murray

Daniel Murray, Australia’s leading authority on Strategic Empathy and CEO of Empathic Consulting, offers valuable insights on how leaders can demonstrate empathy in remote or hybrid work environments. According to Murray, “Humans are designed to interact with each other in person,” but strong relationships can still be built remotely with extra effort.

To demonstrate empathy in virtual settings, leaders should:

1. Be fully attentive during video calls, avoiding distractions like typing or browsing other websites.
2. Listen actively, asking probing questions and using visual cues to show engagement.
3. Invest more time in getting to know team members personally.
4. Recreate water cooler conversations in virtual meetings to maintain informal connections.

Murray emphasizes the importance of “listening with wonder” and “hanging off the person’s every word” to convey genuine interest and empathy. He advises leaders to “park those things and be really attentive” when on virtual calls, focusing entirely on the speaker.

By implementing these strategies, leaders can foster stronger connections and demonstrate empathy effectively in remote and hybrid work environments. As Murray notes, “Having empathy is about asking those probing questions,” which becomes even more crucial in virtual settings where casual interactions are limited.

While Murray provides valuable insights, other experts may offer additional perspectives on demonstrating empathy in remote work environments. Leaders should prioritize active listening and intentional relationship-building to create a more empathetic virtual workplace.

Shola Kaye

Shola Kaye, an award-winning international speaker on Communication, Inclusive Leadership, and Empathy at Work, offers unique insights on how leaders can demonstrate empathy in remote or hybrid work environments. According to Kaye, leaders can build trust and improve collaboration by focusing on intentional one-on-one communication and creating inclusive virtual spaces.

To demonstrate empathy in remote settings, Kaye recommends:

1. Implementing “office hours” for one-on-one communication, allowing team members to connect personally with leaders.
2. Assigning a moderator in hybrid meetings to ensure remote participants are fully included and heard.
3. Utilizing “personal user manuals” to share individual preferences and foster deeper connections among team members.

Kaye emphasizes the importance of creating opportunities for informal interactions, citing an EY study on manager-employee relationships. She suggests starting with 10-minute one-on-one slots, even if there’s nothing specific to discuss, to build trust over time. This approach complements Murray’s emphasis on attentive listening by providing a structured framework for personal connections.

For hybrid meetings, Kaye proposes having a dedicated moderator to ensure remote participants are actively engaged, addressing the challenge of equal participation highlighted by Murray. Additionally, she introduces the concept of “personal user manuals,” which allow team members to share preferences and personal information, creating “conversational hooks” that facilitate deeper connections in virtual environments.

By implementing these strategies, leaders can create a more inclusive and empathetic remote work culture, building on the foundation of active listening and attentiveness outlined by previous speakers. Kaye’s approach offers practical tools for leaders to foster trust and understanding in diverse, distributed teams.