What do employees look for in a leader? | Things Employees Want From a Leader

Defining what people look for in their leaders at work is not easy, because people naturally look for different things. Yet, there are common needs seen time and time again. In no particular order of importance, and using the terms often used by employees themselves, these common needs include:

“To know we matter”: Employees like to work for someone they respect and who, in turn, respects them. This has many dimensions but, at its simplest level, employees want to be treated as Individuals. Most do not want special treatment, just fairness and equality applied to all.

“To know where we stand”: Most people want a leader who acts and behaves in a positive and consistent manner most of the time. Nothing frustrates employees more than someone who has moods, or gives conflicting directions from one day to the next.

“To know we can talk to them”: Employees need to feel that they can talk to their leader – in an appropriate way and at an appropriate time, of course. Many bosses say things like “my door is always open” but that is not much use if people are afraid to go inside.

You do not suddenly become approachable as a leader just because you tell people that you are; being seen as someone approachable is the outcome of the total environment that you create, and can only happen if there is a strong connection between you and your team.

“To be upfront with us”: One of the most common expectations voiced by employees is that they want to work for a leader who is honest with them. Of course, you will not be in a position always to give them answers on specific issues – that is just a fact of working life.

However, for as much of the time as possible, you should give your people complete and honest answers – they might not like what they hear but, if it is truthful, most of them will respect you it. For certain, nothing will destroy your credibility with your people for faster than being seen to lie to them.

“To be upbeat most of the time”: Frequently, employees express the desire to work for a leader who is ‘upbeat’ – by that they mean someone who is positive and energetic and brings lots of enthusiasm to the work environment (if only all employees would follow their own advice, but that is not the point here!). ‘Dark cloud’ leaders just sap the energy and enthusiasm out of others.

“To show they care”: By this, employees usually mean that they want their leader to show concern for them – not in the sense of an agony aunt, but in a way that demonstrates that they are valued members of the team. This means taking a personal interest in them, in their levels of motivation, their development and in creating the best work environment possible.

“To have a backbone”: A strong leader can be direct when necessary, but does so in a firm, non – aggressive manner; with these leaders, people know that there is a line that should not be crossed and they rarely cross it. Strong leaders are comfortable in allowing consultation and involvement because they are confident in handling interactions with their team.

By and large, employees hate working for a leader whom they consider weak.

“To know what they’re at”: As well as these people – related points, employees also want to work for someone who is good at what they do. A competent leader gives confidence to those around them that they are in control. Employees do not expect you to have all the answers, but they do expect you to have most of them. Equally, when they need guidance, they expect you to be able to provide the necessary support on most occasions.

This is not an exhaustive list, but includes factors high up on most employees’ expectations. Your first challenge is to consider how well you currently rate yourself against each of these areas.

 Then think of leaders you have worked for in the past whom you admired and list the qualities in them that mattered most to you. Consider how you perform against any additional characteristics you might identify from this exercise.