The majority of managers are usually pretty empathetic, and they don’t need to hear this. There are a lot of managers out there that are really good at keeping the team happy. They know when to say “no” to a request or when to listen to someone that’s frustrated.
Its just the reverse for the receiver. When you are someone who has to give feedback, you want to give feedback that makes the recipient feel good. On the other side of the coin, when you are a manager that is listening to other managers, they are the recipients. You don’t need to feel good when you are giving a negative review, you just need to feel good when the manager that is giving the feedback feels good.
I tend to think that managers are more empathetic to other managers than the other way around because the manager that is giving the feedback is most likely trying to be helpful. However, there is a slight difference because a manager is more likely to feel empathetic to you if you are giving a feedback that makes the recipient feel good. This is because managers are sensitive to other managers, so they want to feel good in order to be helpful to you.
This is a great point. I’ve seen managers who are empathetic to their employees be mean to their subordinates. This makes me feel better, because I know that if someone is mean to me it’s because I am mean to them.
This is why I think managers as receivers should be more empathetic than managers as motivators. Empathetic managers should be the ones taking care of your needs, and making you feel good about yourself. If you are a manager as motivator, you would never feel good about yourself because you would be doing it for the manager.
That being said, I think managers as motivators should be more empathetic than managers as motivators because managers as motivators can make you feel good about yourself. The best way to do this is when you are being empathetic with your employees.
Another reason managers as motivators should be more empathetic than managers as motivators is that they are the only ones who can actually see a lot of the bigger picture of your job. Employees are the ones who do the actual work, and they are the ones who are going to see the consequences of their actions.
That’s why managers as motivators should be more empathetic than managers as motivators because managers as motivators can make you feel good about yourself.
I don’t know about you, but I feel like those managers as motivators are pretty much the worst thing you can be as a manager, because they can make you feel bad and think about how your job sucks.
Communication is an important component in team success, but it isn’t the only factor. Managers as motivators also can have a positive influence on the others in the company. They can motivate them to do better work. I have heard managers as motivators say that, “I don’t know about you, but I’d much rather be a manager as motivator than a manager as motivator.