1. I encourage employees to express their honest feelings (positive or negative) about their work-related experiences, including such dimensions as
*training
*educational opportunities
*social relationships.
5. I attempt to be verbally supportive
*when employees are emotionally upset.
7. I make a good deal of eye contact with employees
*during our meetings.
12. I explain to employees that I really want to know what they as individuals honestly think, so that I can offer advice specific to them about issues such as
*balancing job requirements/career development commitments with responsibilities outside of the workplace.
13. I arrange my meetings with employees at times when I will probably not be interrupted by
*telephone calls
*anticipated personal contacts by other staff.
23. I verbally communicate my concerns to employees when their negative attitudes and emotions are expressed to me through such nonverbal behaviors as
*eye contact
*facial expression
*voice tone.
42. I listen to criticism from employees about work-related policies, regulations, requirements, and even colleagues
*without immediately attempting to offer justifications.
44. I inform employees that in our meetings they can discuss “negative” emotions which are directly related to the workplace, such as
*anxiety
*self-doubt
*fear
*anger.
47. I discuss the positive and negative feelings employees have about their
*own abilities to succeed in their careers.
53. I try to clarify the problems employees are explaining to me
*by verbally expressing my understanding of their feelings
*then asking if my views are accurate.