It is very challenging to find out that the person is highly sensitive or not? Sometimes these people go into deep thoughts that make them stressed.
People aren’t aware that they have this sign. The main characteristic of highly sensitive people is in-depth processing. They notice more detailed information from their surroundings than other people, and they profoundly analyze it in the subconscious.
There’s a fair chance that someone in your staff or your business is incredibly sensitive. Because of their calm, non-confrontational personality, many managers fail to see HSPs’ potential, but they can be a valuable addition to the team.
The flexibility of an HSP helps him to note subtleties and disturbances in his environment. This helps them understand what works and what doesn’t, both for themselves and others.
These people are mindful of future “people issues” before they become critical, and they have the insight to work with them.
HSPs are intuitive and empathic, and they have a profound knowledge of individuals and their motivations. This ensures they can better interpret and address relationship issues. HSPs despise confrontation and are sensitive to others’ emotions and desires, allowing them to function in peaceful conditions.
HSPs are known for being hardworking, conscientious, and quality-conscious. They can see the big picture as well as the specifics, and they can envision various situations.
Highly sensitive People are also imaginative, perceptive, effective communicators, and talented.
How to Manage Highly Sensitive People:
Let’s take a look at the six approach paths to motivate your highly sensitive team members, decrease their stress level and keep them engaged.
1.Accept Highly Sensitive people:
It’s enticing to try to help a particularly emotional person on your team conquer their sensitivity. Despite your good intentions, this typical strategy could make them feel humiliated, excluded, incompetent, and increasingly stressed.
HSPs are all vulnerable to various encouragement, and they can’t alter what causes them. For example, some people may find loud sounds intolerable, while others may be affected by emotional stress. So, be open, responsive, and understanding, and work hard to build and preserve a healthy and relaxed work atmosphere for your highly sensitive team member. Often, don’t let their silent attitude affect your evaluation of their results.
2.Address Sources of Stress:
Inquire on what irritates or overwhelms your particularly responsive team member. This could include stuff like being frustrated by a buzzing fan, being tired by long meetings, or being annoyed by workplace gossip. Rather than ignoring their fears, try to address them as soon as possible.
Since HSPs think for their jobs and may be open to critique, give them both constructive and negative reviews. If at all practicable, express your gratitude for their qualities and illustrate how they support the company.
3.Let People Work Alone:
Most HSPs are also introverts, which means they work well on their own. So, if possible, let your highly sensitive team members work alone and take daily breaks for them to recover from coordination or group activities.
Since HSPs are hyperaware of their surroundings, watching, micromanaging, or placing them on the spot leads them to feel anxious and perform poorly. Reminders or “checking in” can also be perceived as a lack of confidence. As a result, give your extremely emotional team member some alone time and make it known that you’re there to assist if they need it.
4.Provide a Peaceful Place to work:
Wherever possible, have a calm working atmosphere for your highly sensitive team member. You could delegate them to a private section of the workplace or a meeting room, or you could permit them to work from home if possible. They could even benefit from some quiet time first thing in the morning to prepare for the day ahead.
Encourage your HSP to take frequent breaks during the day, especially during a group exercise, as they might be feeling frustrated. Allowing a particularly emotional individual some time to rest alone between social gatherings would undoubtedly take its toll on their health and well-being after a day of meetings, parties, or networking.
You would increase their efficiency and encourage them to come up with innovative ideas and solutions that will help the team and company if you do this.
Others on your team may interpret your actions as preferential treatment. As a result, make an attempt to handle everyone respectfully and, when possible, respect people’s individual working and environmental interests.
5.Give Advance Notice:
Many HSPs deal with overstimulation by organizing or creating rituals, tactics, and preparations for future activities. Although you will not always avoid unexpected scheduling changes, give the sensitive team member as much warning as possible before meetings or events. Enable them time to regain their equilibrium if they get upset due to last-minute adjustments.
Each has its own set of strengths, shortcomings, and requirements, and some individuals need more stimulation from their surroundings than others. Solicit feedback from a staff member of the team about how they can improve their working environment. You will maximize a person’s potential, skills, health, and success through understanding their sensitivity level.
6.Encourage your HSPs to take action:
There are a few items you can inspire the HSP to do at work to assist themselves. You may recommend that if they are feeling overwhelmed or depressed, they spend a few minutes alone and take some deep breaths. You could also inspire them to go on solo lunch walks and listen to calming music by earphones. They will prevent stimuli or take breaks to get back on track as they learn to become conscious of what overwhelms them.
High sensitivity is a genetically inherited characteristic that is often mistaken and misidentified as shyness or anxiety. On the other hand, highly responsive individuals interpret information more thoroughly, are more quickly overstimulated, have greater empathy, and are more mindful of subtleties and shifts in their environment than other team members.
Highly sensitive people are imaginative, thoughtful, and empathic, and they can be a significant benefit to a business. As a mentor, you can help a highly responsive team member’s morale and well-being by welcoming them and providing them with room and time to do their best work. HSPs can be the most influential team members because they can function in a peaceful, relaxed, and welcoming atmosphere.
Highly sensitive people are most challenging to understand. They are introverted people who don’t want to engage or talk with others if they encounter any difficulties or problems while working. They don’t like to share it but they try to solve it on their own. To manage highly sensitive people in your team, you have to understand their emotions and make them feel comfortable with other staff. That’s how they will feel more secure and safe.