What employees do and Don’t want from their leaders.
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 do’s 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. “The heart of the wise makes his speech judicious and adds persuasiveness to his lips.” Proverbs 16:23
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. “If one gives an answer before he hears, it is his folly and shame.” Proverbs 18:13
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 the purpose of your organization for each employee so they see themselves as active participants toward meaningful work (a strong motivator). “The Lord will fulfill his purpose for me; . . . Do not forsake the work of your hands.” Psalm 138:8
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 know employees' challenges are considered competent leaders. Always strive to increase your knowledge about people, their challenges, and your job's technical aspects. “An intelligent heart acquires knowledge, and the ear of the wise seeks knowledge.” Proverbs 18:15
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. “Write the vision; make it plain . . . so he may run who reads it.” Habakkuk 2:2
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 the lower tiers of the organization. They don’t like it thrown in their face through trappings of power, self-aggrandizing social media posts, or out-of-touch remarks. “When pride comes, then comes disgrace, but with the humble is wisdom.” Proverbs 22:4
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. “For our boast is this, the testimony of our conscience, that we behaved in the world with simplicity and godly sincerity, not by earthly wisdom but by the grace of God, and supremely so toward you.” 2 Corinthians 1:12
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. “All you need to say is simply ‘Yes” or ‘No’ anything beyond this comes from the evil one.” Matthew 5:37
Executive Speak: Employees want to hear about the organization's success and challenges in understandable words. 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. “Do nothing out of selfish ambition or vain conceit. Rather, in humility, value others above yourselves, not looking to your own interests but to the interests of others.” Philippians 2:3-4
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. “Do not be deceived, bad company ruins good morals.” 1 Corinthians 15:33