Managers are often approached by team members looking to complain, but engaging in commiseration is detrimental. It fosters factionalism, feelings of superiority, and a low-trust atmosphere, ultimately hindering organizational improvement. If a manager publicly shares grievances about other departments, it can damage perceptions and relationships, creating a self-fulfilling cycle of victimhood. Unlike personal friendships where unconditional empathy is normal, managerial empathy must be conditional and fact-based to foster a constructive team environment and promote healthy organizational dynamics.
Commiseration with direct reports can lead to a toxic work environment, creating factions and undermining trust within the organization.
It's crucial for managers to maintain objectivity and avoid the easy path of sympathy that can distort reality and hinder team improvement.
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