What Employees Do and Don’t Want from their Leader
It’s tough being a leader. Sometimes, it feels like being a chef in an order-off-the-menu restaurant. Every employee has a different perspective on what they need from their leader, and every leader has unique talents and characteristics - but limitations as well.
So, how do you combine it to develop a culture of engagement and productivity? We’ve assembled a list of basic dos and don’ts to get you thinking.
Five Things that Employees Want from Their Leader
Clear Communication: Employees want leaders who communicate their vision and goals effectively. They want to know what is expected of them and how they can contribute to the organization's overall success. They want to be talked to like an adult. They want the good news and the bad news. Authenticity is appreciated.
Empathy and Understanding: Employees want leaders who are empathetic and understanding. They want someone who can listen to their concerns and help them find solutions to problems. A relatable leader is a trusted leader. Transparency is earned and carefully nurtured.
A Sense of Purpose: Employees want to feel that their work is meaningful and that they are making a difference. They want leaders who can create a sense of purpose and inspire them to work towards a common goal. Interpret your organization's purpose to each employee so they see themselves as active participants in meaningful work (a strong motivator).
Knowledge and Competence: Employees want leaders who are knowledgeable and competent. They want someone who can provide guidance and support and has the expertise to help them grow and develop in their careers. Leaders who walk the halls and understand employees' challenges are considered competent. Always strive to deepen your understanding of people, their challenges, and the technical aspects of your job.
Inspiration and Hope: Employees want leaders who can inspire and motivate them to be their best selves. They want leaders who are passionate about their work and who point to a hopeful future. A sense of genuine hope allows employees to innovate, provide input, and do their best work. Point them to the vision. Make it very clear.
Five Things that Employees Don’t Want from Their Leader
Self-Promotion: They are fed up with the “look at me” ego-charged self-promotion they see in leaders. They are aware of the deep divide between executive compensation and lower-tier compensation. They don’t like it thrown in their face through trappings of power, self-aggrandizing social media posts, or out-of-touch remarks.
Lack of Sincerity: Employees desperately want to trust their leaders; it gives them a sense of security. They don’t want to be patronized or only get the sanitized version of the best-case scenario. They have mouths to feed and mortgages to pay. They want adult-to-adult conversations.
Slow No: Employees want decisive leaders. They don’t want to hear that their leader thinks they need more data or will get back to them in the future. Employees are trying to make daily progress toward meaningful work. If it’s a “no,” they want to hear it now. Wasting their time isn’t making progress.
Executive Speak: Employees want to hear about the organization's successes and challenges in plain language. They don’t want a buzzword-filled pontification on leveraging big data core competencies, agile value-added thought leadership, or consumer-centric transformational disruptors. They want crisp, plain explanations that end with how this issue will impact their future. This isn’t about demonstrating how smart we are but rather making sure they understand the context of their work.
Disrespectful Jerks: Employees tolerate being treated as an inferior cog in a wheel that is easily replaced. They are quiet because they need their job. They don’t like to be treated as inferior, stupid, or unappreciated. They are human beings with feelings rarely expressed due to the power dynamics in many organizations. They want to be cared for and know their leader wants them to make a difference. Eventually, the good employees will leave, and the marginal employees will become more like you.
