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Leaders, as well as managers, are the backbones of organizations, so naturally, there’s a lot hinged on them. They’ve attained such positions through a lot of experience and hard work, so it’s not strange for all eyes to be on them. A lot of expectations are placed on leaders by employees and this puts a great deal of responsibility on them to go the extra mile and be efficient in managing and giving employees a good experience.
7 Expectations of Employees from their Managers
So, before we start. It’s good to note that these are obvious facts. However, like so many other important things in life, we very often miss them due to our own expectations. Most times we forget that we’re not just pursuing our goals. We have to manage the feelings of the people who work for us if they’ll give us their best.
This is a major attribute of every leader and indeed potential leaders. It’s not just enough to make commitments but more so keeping those commitments. The employee expects the manager to keep to their word, commitments made should be attended to based on level of priority. Honesty is another aspect of integrity. Being transparent and truthful in your dealings as a leader helps you command a lot of respect from your subordinates. Integrity in business is also perceived as doing the right thing when it’s not particularly easy to do so.
Every employee wants to feel like they are actively part of the growth of the organization where they work and this can only happen when they are involved in the decision making and planning. They don’t want to be there to just carry out instructions, making tangible inputs makes employees feel important. This gives them the boost they need to increase their efficiency in the workplace. Listening to employees’ suggestions helps to increase their engagement, productivity, and commitment.
Respect is reciprocal is an old saying but it’s amazing how many leaders bemoan the lack of respect they receive, yet fail to respect their employees. Asking for and listening to your teams’ input is a great way to show that you respect and value their opinion. Respecting your employees means being careful about your choice of words so as not to hurt their feelings. It means making sure your tone is not condescending or your remarks derogatory. These intentional acts of respect don’t go unnoticed and the payback can be truly immense.
Motivation significantly fuels productivity and employees or team members expect a good measure from their leaders or managers. Motivating your employees is only one aspect, you must as a leader be highly self-motivated. This plays a great role during times when the motivation of employees is quashed. A leader that lacks motivation can easily demoralize their employee because of their position in an organization. Letting employees know that they are valued inspires them to go above and beyond what is expected of them, this is known in business management as extra-role behavior.
5. Constructive Feedback
No one is immune to mistakes however, criticism hardly helps to fix them. Rather, employees expect constructive and timely feedback. Let them know when things go wrong from their end but do so in a way that leaves their self-esteem intact. Constructive feedback is more potent in ensuring that they avoid those mistakes next time. Leaders should also make it a habit to always point out what was done well before going ahead to address any issues as this makes the employees feel appreciated.
6. Defending the Team
Most leaders are quick to throw the team under the bus when things go wrong. As a leader, you must remember that you are very much part of the team and in fact as the one who pilots the team, should be held responsible for any shortcomings. This doesn’t mean putting your hands up to say it’s your fault but rather standing up for the team and protecting them from criticism. One good turn deserves another, so leaders who stand by their team will have their team stand by them when things go wrong.
This is not just about words of affirmation, but one of the most basic human needs which is the desire to receive some form of acknowledgment for a job well done. A simple “thank you” or “good job” can go a long way for an employee. This is not an exhaustive list and it really doesn’t come close but we can start here as leaders and begin to make progress. These expectations are not to burden the leader or manager but to increase his/her efficiency.