Let’s start with the following trivial example: you are an employee in a company. One of your colleagues makes a big mistake and jeopardizes one of your projects. What reaction should be adapted to this type of situation?

Spontaneously, we are tempted to respond with annoyance, even anger, given the mistake made and the delicate position in which you have just been placed. However, studies confirm that it is better to react with compassion than with anger towards the offender.

Reacting with compassion is not an easy task, especially when the fault has a direct impact on us. Moreover, this type of reaction does not only have advantages. Not getting upset delays or prevents relief from stress or anger felt. It also doesn’t help other employees to be careful not to make the mistake themselves. Some managers, instead of getting angry, take it upon themselves and use the snag so that the employee can learn from his mistakes. In this way, a new mistake is avoided.

Studies in neurology explain the negative impacts of angry outbursts on a subject. A stressed subject will withdraw into himself and consequently will no longer innovate for his society.
Conversely, the individual within a secure environment will be more likely to undertake and be inclined to creativity. In addition, as a direct result of compassion, we see an increase in employee loyalty and trust. Indeed, warm exchanges count as much, if not more, than the salary in terms of loyalty. This benevolent dynamic towards the employee has a direct impact on productivity, which is improved. Experience shows that we are more grateful to those who have explained things to us than to those who express their anger impulsively. We can also note that such movements hinder the development of creativity.
It remains clear that the feeling of anger is not only a source of negativism. This feeling can also serve as a “booster” of energy when we have to fight. But, anger makes us seem less effective with our N-1s.

In order to avoid excesses, three steps must be validated:
First of all, it is advisable to temporize, take a step back and not react impulsively when a mistake is made. It is not a question of masking one’s anger but of taking the time to tone it down.
Secondly, it is necessary to show empathy towards the offender. It is by remembering the mistakes committed by ourselves that we can feel empathy for others.
Finally, forgiveness is the last step in this process. On the offender’s side, forgiveness reinforces loyalty to his superior. On the higher side, forgiveness lowers blood pressure as well as stress.
Generally speaking, compassion and sympathy will have a positive impact on the entire business sphere.

To read Emma Seppälä’s article: https://www.hbrfrance.fr/ chroniques-experts/2018/11/23283-why-compassion-is-a-better-managerial-technique-than-intransigence/.