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7 Words Define What Employees Expect From Leadership

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During these times of change and uncertainty, employees  need leadership, not followership, from their leaders.  They have grown tired of the unnecessary workplace politics that makes them feel as if they don’t have a relationship with leadership they can count on – one that is reliable, honest and authentic.   The 2008 recession awakened the workforce to  the reality that each employee must fend for themselves as leaders focused more on their own personal agendas rather than that of the organization and the people they serve.

Employees want to confidently go to work feeling that they are valued and that their leaders have their backs.   Instead, many employees approach their work day with apprehension for the next round of layoffs, reorganization strategies, acquisition announcements, or the next set of crises that often require them to work overtime with no extra pay.   The workplace can be an extremely difficult place at times, even more so if leadership does not set the right tone to help their employees overcome the toughest times.

Leadership is about making employees feel safe, providing them a workplace environment to thrive, and giving them access to the right tools and resources to be successful.   The best leaders build trust with employees by never letting them down when they are needed most.  Those who are humble and vulnerable make effective leaders because they never forget where their journey started and thus can appreciate the perspectives of their frontline employees.  Compassionate and empathic, deep-down they know how unfair the workplace can be, especially without the right leadership.

To make sure your leadership journey stays on the right track, here are seven things that employees expect from their leadership – seven words that define the very nature of leadership:

1.  Specificity

Employees want leaders to provide them with specific direction and to avoid corporate speak – to get to the point and be direct in telling them what to do and what is specifically expected from them.   Don’t beat around the bush.   Be specific rather than vague to avoid unexpected surprises without the proper preparation.

Leaders that are specific have strong attention to detail and are mindful of assuring their employees are never blindsided.

2.  Empowerment

Employees don’t always want to have to ask for permission.  They want to be empowered to make decisions and to learn from their failures.  Employees want leaders that will provide them with the mentoring and wisdom to effectively solve problems and become more independent and productive.

Empowerment is the ticket to being more self-sufficient, entrepreneurial and purposeful at work, and employees are empowered when given the right mentorship.

3. Vulnerability

Leaders don’t have all of the answers, nor should they act as if they do.   Employees respect leaders who are upfront about their shortcomings and aware of their areas for improvement.   You can’t build a highly-functioning team if the people on the team don’t know how to best compensate and contribute in the areas where they are needed the most.

Leaders who are vulnerable show understanding, compassion and empathy. They trust themselves enough to throw their titles out the door and step into the shoes of their employees.   Vulnerable leaders are well-grounded, relatable and not afraid to do the right thing for the betterment of a healthier whole.

4.  Honesty

Many leaders tend to tell only half the truth.   While it is understandable that  they may want to hold back the whole truth to avoid the unnecessary chaos and uncertainty that may come with it – employees expect real leaders to be transparent, trustworthy, open up their hearts and lead with kindness.

Leaders that are honest on the frontend avoid creating unnecessary disruption and division in the workplace on the backend.

5.  Accountability

Employees expect leaders to be accountable to others as much as themselves.   Too many leaders cut corners, delegate too much and push off problems to others that they should handle themselves.   Leaders that avoid adversity and the accountability that goes with it are those who are trying to protect their reputations – when they should be willing to put their reputations on the line to protect  those they lead.

Accountable leaders are the most respected and admired.   When leaders  protect their employees and  have their backs, they will want to do the same for their leaders.

6.  Respect

There is a distinct difference between recognition and respect.  Recognition explodes and subsides.  Respect reverberates and multiplies.   The recognized leader appeals to the head where things are easily forgotten, while the respected leader captivates the heart – and the heart does not forget.

Employees want leaders who respect and value their teamwork and individual contributions.  They expect leaders to invest in relationships that are earned over time.  Leaders that stick to their plans, take the appropriate risks when necessary, and communicate the outcomes – whether success or failure – are the leaders who earn respect from those they serve and lead.

7.  Authenticity

Authentic leaders are hard to come by these days.  Many leaders still try to play the game  by wearing their game face – rather than being who they really are and showcasing their authentic selves.  Authenticity breeds productivity and an environment that allows leaders to demonstrate points 1 – 6 mindfully and consistently – every day.

Employees expect leaders to be consistent and when they are not – this is when they begin to pull away and distance themselves. They find it difficult to deliver everything they’ve got out of fear that their leaders will take advantage of them – rather than maximize their full potential like the better leaders would do.

Leaders expect many things from their employees, but they should never forget that they are just as accountable, and that their employees expect specific things from them as well.  The best leaders are able to identify and empathize with their employees, because they remember their own journey and know that they still don’t have all the answers.  What they do know is how to connect the dots to build teams where employees are empowered to reach their full potential.  They know that honesty, respect and authenticity are words to live by – and for those that do they are also words that define great leadership.

Watch: Three Tips For Leaders Under 30

Follow-me on Twitter @GlennLlopis.   Click here to learn how to be a more effective leader and advance in your career.