We often feel we know what our people want, or we fabricate our own ideas to create our perceptions, but do we ever ask them and confirm what they really really want?
Great leaders spend quality time with their people building trust and understanding so they can deliver in line with each person’s needs.
Here are RdL’s top 10 employee wants from their leader.
They want to know that what they’re doing on a daily basis has some purpose behind it. “What people want most is the chance to make a difference,”
“When you have a chance to have your ideas heard and one of them actually gets implemented, it’s such a boost.”
Be sure to lay out a clearly-defined set of goals on a regular basis and share how they link to the company goal.
Employees need to understand how they are contributing to the company goal.
Once goals are in place, it is up to them to decide how to achieve them.
Employees crave your trust, and with that trust, should come responsibility.
As a leader, learn to let go.
Giving your people freedom over how they work can actually make them more productive.
Let people figure out the best paths to the goal, rather than breathe down their necks all the time.
Just because you’re giving employees the control they crave doesn’t mean they don’t want guidance and feedback.
Checking in with them regularly, even if it’s just for a minute or two. Look them in the eye and ask how things are going.
Responsibility is about giving them a chance to make a difference, but attention is the human dimension of leadership.
There’s no way to get better at something if you only hear about once a year in the annual review.
People need to be given a chance to bring forward innovative solutions.
Your role as a leader is to make the people feel safe to share their ideas.
When your employees come to you with their ideas, you need to treat them with equal parts sensitivity and honesty.
Be sensitive because the more an employee gets shot down by a leader, the less likely they will make suggestions in the future.
Be honest because, as the leader, you may know what’s best for your business and what’s not.
You don’t have to accept every idea that comes your way, but, don’t just shut someone down.
Communication between a leader and their people should always be open.
You can build trust by talking about everyday things and showing that you care about the person.
Of course, salaries, bonuses and benefits are important, but perhaps not in the way you might think.
Daniel Pink’s research concludes: “The best use of money as a motivator is to pay people enough to take the issue of money off the table.” He says it’s better to pay people a little more than the norm and allow them to focus on their work.
Being valued and treated respectfully helps to promote a positive work culture in which employees are fulfilled, loyal, engaged, and motivated to perform.
Respect is one of the leading behaviours that encourages greater commitment and engagement.
