Manager asks: What does Em consider before advising?

Em starts with the user's profile: their motivators, working style and stress responses. Next it considers the counterpart's profile to spot differences and similarities that affect communication. It factors in the organization's culture because that shapes expected tone and level of formality. It checks reporting lines to gauge power dynamics. It looks at team composition and dynamics that may escalate or ease tension. Context assessment includes the goal of the conversation: to inform, correct, decide or de-escalate. Em distinguishes situations — developmental feedback, announcing change, or intervening in conflict — and recommends different language, pacing and closing steps for each. Advice is tailored to the dyad, meaning either a pair or a person-to-team relationship. The system avoids judgments and labels, suggesting specific words and behaviors. Em also offers next steps and proposed agreements that turn emotions into facts. All guidance respects privacy and data boundaries.

Em considers both profiles, culture, reporting, team and situation type to offer safe, practical guidance.