Five Things Employees Want from Their Leaders

Have you heard the old saying that “employees leave managers, not companies”? As turnover rates remain elevated (one in five employees said they were extremely or very likely to leave their companies this year), the stakes are high for developing the kind of leaders that employees don’t want to leave. But what do employees actually want from their leaders? This list will give you some insight and aligns with what I see as an executive coach time and again.

Photo by Rebrand Cities

Appreciation

According to a survey by McKinsey & Company, employers underestimate how much employees want to feel valued by both their manager and their organization. They also underestimate how much feeling valued affects whether employees stay with the company. Providing the appreciation that employees crave doesn’t have to be expensive or time-consuming. Here’s one idea you can start using right away: Start your next team meeting by asking people to share their recent successes or what’s been going well so that you can all celebrate your wins together. This doesn’t take long, and it makes people feel good as they start noticing what they’re actually getting done. Bonus: Besides giving your team members a lift, this appreciation exercise also gives you more information and insight about what is working well with your team.

Clarity

A survey of 1,000 U.S. workers about communication issues that hamper leadership found something striking: 57% of respondents complained that their leaders do not give clear directions. That was the second-most-cited issue in the whole survey. As an executive coach, I have also personally observed this. I frequently hear from employees who get frustrated because their bosses don’t set clear expectations for their work or define what success looks like for their roles. In addition to sharing this information, it also important to “connect the dots”: Explain the reasons behind your actions, questions, or decisions so that others understand what you are thinking. As Brene Brown says, “Clear is kind. Unclear is unkind.”

Feedback

Employees want to know how they are doing and expect their leaders to tell them. Even if it might be hard to hear in the moment, most of us value getting practical, actionable feedback. However, a Gallup survey found that only about one in four employees strongly agrees that the feedback they get helps them be better at their job. If you always dread offering performance feedback, it can help to reframe how you think about it. Approach feedback with a spirit of generosity. You're not being the "bad guy" by criticizing. Instead, you're giving the employee valuable information to help them be successful. Wouldn't you be grateful if someone took the time to tell you what you should know?

Learning and Growth

Employees want leaders to care about their growth and development. Providing feedback is part of that, but so are recommending employees for training opportunities, delegating with growth in mind and exploring new ways your organization can promote ongoing learning. These efforts will pay off in engagement and retention. In a 2019 survey, 94% of employees said they would stay at their company longer if it invested in helping them learn. A study that year by Sitel Group found that 92% of U.S. employees said that learning increases their engagement and motivation at work.

Respect

There’s one critical factor that trumps everything else: respect. If you remember just one thing from this article, remember that employees want their leaders’ respect. In her research, Christine Porath, an associate professor at Georgetown University’s McDonough School of Business, found that treating employees with respect outweighs all else when it comes to making a leader successful. “No other leadership behavior had a bigger effect on employees across the outcomes we measured,” she wrote in Harvard Business Review.

What Can You Do?

As a leader, how are you doing across these areas? How is your organization’s leadership doing as a whole? What are the top one or two biggest opportunities to improve? Remember that Newberry Solutions has resources that can help you, including the award-winning New Lens app, our program to develop effective leaders at all levels in a way that is affordable and scalable. We would love to help you determine if it’s a fit. Schedule a demo now.

Tap Into the Power of Gratitude

With packed schedules at work and at home, it’s easy to lose sight of the whole point of this season of gratitude. Thinking about the things you are thankful for might even feel like just one more thing you’re supposed to do — not that you want to do.

Image by hudsoncrafted from Pixabay

However, expressing gratitude and appreciation has some pretty powerful benefits, both for others and ourselves:

• Feeling stressed? Even just thinking about the people you are grateful for can help.

• Gratitude can short-circuit negative emotions like envy, resentment and regret. 

• Positive psychology researcher Martin Seligman found that when people shared letters of gratitude with someone they had never properly thanked for their kindness, they immediately became happier — and stayed happier for the next month!

Whether your year so far has been awesome, so-so or difficult, think about who has helped you get through it all. Who are the people who brought that positive energy and helped you be more resilient? And who supported you through the toughest moments?

Your list might include the boss who always thinks about opportunities for you even when they have a lot on their plate. Or you may feel grateful for team members who have really stepped up this year or peers who have helped you juggle work and life. And then there are the family members and friends who have cheered you on toward your goals or shared wisdom and advice. You can even feel grateful for the people who push your buttons – like a micromanaging boss or a gossipy colleague. After all, these people are showing you a lot about who you don’t want to be and surfacing your core values.

In my own life, I am grateful this year for: 

• My amazing team who constantly backs me up, especially when I went through my cancer treatment. 

• The executives that I coach who had the courage to show vulnerability as we partnered to navigate through major challenges in the current environment.  

• The opportunity to partner with other executives in the community to lift others up, raise money for those in need, and drive social change. It reminds me how much difference a single person or idea can make.

How about you? Who is on your personal gratitude list as Thanksgiving gets closer? And how will you express your appreciation?

5 Ways to Recognize and Appreciate Your Team Members

As 2020 winds down, you might already be planning for 2021. One of the most powerful goals you can set for next year is giving your team members more recognition and appreciation.

Making employees feel seen and valued improves engagement and retention. And it doesn’t require a lot of time or money.

Image by Bob Dmyt from Pixabay

Here are five ideas for recognizing and appreciating your team members. Which ones are you already doing? Which ones do you want to try in 2021?

1. Be Deliberate About Giving Regular Feedback

Especially if your team is working remotely, it's all too easy to skip feedback in favor of other priorities. If you're doing this, though, your employees are missing out on valuable information from you that could make or break their future success.

2. Get Specific in Your Positive Feedback

Saying "Great job!" after a meeting might give your employee a mental boost. But telling her exactly what she did well and the impact of her actions will help her build on what she's doing right. Here's an example: "You asked great questions during that meeting, which allowed the team to notice opportunities we might have otherwise missed."

3. Use Meetings to Share Successes

Start team meetings by asking people to share their recent successes or what’s been going well. This doesn’t take long, and it makes people feel good as they start noticing what they’re actually getting done. Your employees can emulate this practice in meetings with their own direct reports, which helps build a culture of recognition throughout your company. Besides boosting everyone’s energy, getting into this habit gives you more information and insight about what is working.

4. Give Your Team Members Visibility

There are many ways to accomplish this. Nominating your team members for your company's internal recognition or awards programs will boost morale and help make others aware of their great work. You could also recommend your team members for promotions or high-profile projects, share their successes with higher-level managers, invite them to present in front of audiences they don't typically get exposure to or introduce them to others inside or outside of the company who could mentor or guide them.

5. Take the Time to Check In

The gift of your time and attention is a form of recognition and appreciation as well. Have regular one-on-ones with your team members that aren't about projects. Instead, simply ask how they are doing and how you can support them. By relating to your team members in a warm and human way, you are showing how much you value and respect them.

For more ideas on guiding your employees through challenging times, pick up a copy of "Building a Strong Team" from my Leadership EDGE℠ series.

Grateful to Others? Let Them Know!

In this challenging year, it may be hard to remember the last time it didn't feel like your plate was full. When we're so busy, it's easy to overlook even important things — like the people who are making a difference in our lives.

As we get close to Thanksgiving, take a moment to reflect on the times this year when you've been elevated by the support and kindness of others.

Photo by Debby Hudson on Unsplash

Maybe this makes you think about the friend or former colleague who always seems to know when you need a cheerful call or text message. Or the boss who still finds the time to listen even though you know her schedule has gotten busier. Or your family members who have kept a good attitude despite changes in your routines.

Just by thinking about the people you are grateful for, you'll feel less stress. And who couldn't use that right now? But don't stop there. Let these people know how they've made your life better and how much you appreciate them. Your expression of gratitude will lift their spirits. And, again, you'll benefit, too. Positive psychology researcher Martin Seligman found that when people shared letters of gratitude with someone they had never properly thanked for their kindness, they immediately became happier — and stayed happier for the next month!

In my own life, I want to thank my sister, brother, aunt and cousins who have really gone the extra mile for me this year. Who is on your personal gratitude list? And how will you let them know about the important difference they have made for you?