A good manager is emotionally intelligent, they know how to practice empathy and are able to manage difficult conversations for the betterment of their team.

There will be some difficult conversations ahead as employees struggle to adopt a new hybrid way of working, they’ll need to juggle new commutes, perhaps day care, a shift in schedules, anxiety and so much more.

To say emotions are heightened would be an understatement.

How can you help manage that? Today’s article by Jacob Morgan offers a little advice:

1. Perspective taking, or putting yourself in someone else’s shoes. Imagine things from their point of view. 
2. Stay out of judgment and listen. Don’t rush into judgment; focus on listening to the other person. 
3. Recognize the emotion the other person is feeling. Think of a time you have felt similarly.  
4. Communicate that you recognize that emotion. Sharing understanding builds trust and connection.

These best practices shared from Dr. Bréne Brown also tie into another valuable share on “venting” or “over sharing”. In her book Daring Greatly, Brené addresses the difference between vulnerability and oversharing

“Using vulnerability is not the same thing as being vulnerable; it’s the opposite – it’s armour. When we’re “being vulnerable” with an ulterior motive, it feels manipulative and icky to the other person. When we’re just vulnerable, we’re being authentic. And being authentic is how we really develop genuine heartfelt and deep intimacy.”

Brené offers a selection of questions we can ask ourselves to stop over-sharing to help keep in mind as both managers and employees:

Why am I sharing this?
What outcome am I hoping for?
What emotions am I experiencing?
Do my intentions align with my values?
Is there an outcome, response, or lack of a response that will hurt my feelings?
Is this sharing the service of connection?
Am I genuinely asking the people in my life for what I need?

To know the difference of being vulnerable versus over sharing is important. It may come off as harsh, as if we’re saying “hey don’t share” but the real goal is to have more constructive conversations that can lead to action and change… and avoid, ultimately, creating a very negative workplace culture consumed by a constant need to vent.

Don’t get me wrong, a little vent session here and there is normal – we’ve “let it out” so to speak in my own teams. But to help protect the mental space as much as the physical one, it’s important to consider how venting can also be too much.