Revealed: What employees most want from their bosses Discover effective leadership tips for a good work environment.
What we’ll see in this article
What does employee mean?
An employee according to the dictionary is someone who works permanently in a public or private company or institution. In this way, he performs a function at this place that can be divided into several daily, weekly and monthly tasks.
What does collaborator mean?
The employee works theoretically in the same way as the employee. In short, it is a person who works in a public or private company with rights and duties.
However, this term has been used by companies since the 1990s not only as a synonym, but in order to value the professional even more.
Since this term gives the professional a more participative dimension within the company. In other words, he is collaborating for something bigger and his opinion is important to his managers and leaders.
What do the employees want?
Throughout this content we will answer this question about what employees want most. However, we can start developing it in this topic with a short list.
- Help to improve your professional failures
- Decent Timetables
- Growth opportunities within the company
- Feel part of something bigger
- Having your opinion heard and knowing that you can be heard
- Work in a warm
We can summarize what employees want from companies, their managers and leads and unfortunately many companies do not offer it. Either through lack of attention or through negligence.
What does manager mean?
A manager is a company professional responsible for guiding other professionals toward goals, translating complex company strategies to the team, mediating conflicts, and monitoring day-to-day tasks.
You have to understand that most of the time, the manager was also once a lower-level employee. Therefore, he has the perspective of both sides and that is why his participation in a company is so essential.
However, managers must understand that the team subordinate to them is a reflection of their leadership. After all, if the employees on a team are disorganized, your manager is too, isn’t he?
What is the role of the manager and the employee?
We can summarize the employee’s role as fulfilling his tasks and functions within the company. The manager, on the other hand, needs to monitor the progress of the employees’ tasks.
In other words, it is important to understand that the employees and managers in a company are together a team working with the same objective: to achieve goals.
Of course, any difficulties that exist on one side or the other can be discussed, negotiated, and organized so that the main objective of this partnership is fulfilled.
Always seeking respect, balance, and focus on the main goal. In this way, employees and managers need to improve skills for a positive coexistence.
Why do the best employees quit?
An essential topic for leaders is why good employees and even better employees resign from their positions.
Here we will consider that this is normal to some extent and nothing the management does can change the opinion of these employees. Whether it is because they wish to follow another path, start their own business, and other reasons that are beyond management’s scope.
However, in many cases this can be avoided. After all, if employees are leaving it means that there is something better for them in the competition, right?
So let’s list some of the main reasons why the most efficient employees quit and go to the competition.
- Frequent feedbacks that will not help the employee
- Continuous excessive and tiring work
- Inefficient management complicating the employee’s work
- Lack of opportunities for growth within the company
- Few or no assignments
- Left-over needs
- Below market salary
What do employees most want from their managers?
Based on the previous topic, let’s explain more about what employees want from their leaders and managers. Let’s imagine three big scenarios that will explain it very well.
Left-over needs, inefficient management, and overwork
The first is the worst-case scenario where the employee has his needs left aside, such as a lack of communication between employee and management, for example. In this case, their feedbacks are completely ignored.
Management ignores their feedbacks and fails to meet the employee’s needs due to inefficient management.
It is usually the result of poor organization that comes from the highest level of the company and this is reflected in all areas of the company.
This lack of organization in management causes another problem, which is overwork. We are not talking about function deviation, but about excess.
That is, many times the work must be done twice or more, lack of communication between the team, making the employee take work home.
In this first scenario the employee wants only the basics to perform his job, these employees in this scenario are looking for any opportunity to get away from this company.
Unhelpful feedback, little or no attribution, and lack of opportunity
The second scenario is when the employee does have the basics necessary to perform his or her job continuously. However, this employee does not just want to stay in his position in the company, he wants to grow more and more in search of higher positions.
In this way, he strives to do more than the average and deliver the best possible work for the company. However, he receives little or even no attribution.
When he asks about how he can improve, he gets feedbacks that lack purpose, are not practical, and are not even clear.
Soon this employee will realize that there are no opportunities for growth within the company. That way, in a few years he will be getting ready to leave.
Trust, relationship, and bonus
Let’s imagine a scenario where the employee knows that there is a possibility of growth and he can do more than ordinary things within the company. However, something more is needed.
Even with all these factors it is necessary to understand that the employee wants to feel something more to “wear the shirt” and this is in his relationship with the company and the other members.
In this third scenario, the employee wants to participate in events, receive prizes, even if they are only symbolic, and consider himself or herself part of something bigger along with the other members.
In addition, he wants to be recognized for every action that helps the company in some way. Whether it’s receiving feedback, bonuses, etc.
Obviously, it is not necessary to have daily events and feedbacks. However, it is necessary that the employee feels part of something that deserves to be celebrated.
In other words, having organized events, sincere communication between employee and manager combined with rewarding hard work is all that the employee needs to stay with the company forever.
It is necessary to understand that all this does not rule out the employee leaving the company, but it radically reduces the chances.
Employees love managers who deliver what they say
When you receive feedback from an employee and promise to accomplish something, follow through. This is basic in a trusting relationship that we talked about in the previous topic and in this one we will go deeper.
We always want to have a trusting relationship with the people we are with, whether this is in our personal life or at work.
Thus, one of the most effective ways to build this relationship is by promising and delivering on what you have promised to the employee.
Obviously, this does not have to be an unbreakable rule. We are all human and mistakes can happen, but when it happens explain why it didn’t happen.
Also, when you promise you warn of the possibility of that not happening, and if what was promised does not happen, you promise to situate the employee in the situation.
However, this maxim works both ways. If you promise and fail to deliver several times even with explanations, your trust relationship will naturally be shaken.
Employees want to be recognized
Recognition at work is always positive, isn’t it? Employees often prefer a public tasting of their achievement rather than a salary increase.
Therefore, whenever possible thank and praise the work done, if possible in public. This works as a great reward for the employee.
Employees must be involved in the decisions that affect them
Employees should be involved whenever possible in decisions that affect them. This shows how important the employee is to the company and his or her opinion will be heard.
When we talk about involving the employee, it is often a warning and showing options of what might happen for them to choose from.
The tip in this case is to show decisions that the company will be satisfied regardless of the employee’s choice; this reduces friction and impossible results.
This way, leaving them to choose to buy or sell vacations, choose the employee benefits you offer.
Also, ask them what shift patterns or working hours would be most suitable for them (if there is more than one shift).
Employees do not need to hear shouting
Employees should under no circumstances listen to shouting, no matter what the situation. Be it by your colleagues and especially by your managers and leaders.
Those who yell reveal a great lack of emotional control and should seek treatment with specialized help for greater self-control.
If this has already happened in your company, create mechanisms so that this act is discouraged altogether. Moreover, if this happens, this fact deserves a meeting for a better explanation of how unacceptable it is.
Employees produce more in a friendly environment
Imagine a situation where you need to do something without any previous experience, and the result is very important for the company. It will be uncomfortable, won’t it?
Unfortunately many employees deal with this every day. Whether it is because of an unwelcoming environment or one that puts a lot of pressure on you in various ways.
Therefore, it is interesting to get feedbacks from collaborators for this question. That way you can imagine what should be done to create a friendlier environment.
Employees want to be engaged in the company’s brand
As we talked about in previous topics, the employee always wants to engage with the company’s brand. He wants to feel part of something bigger and above all to be recognized for it.
So the best way to get the employee engaged is to create social events, prizes, even symbolic ones, or even bonuses.
With this, the employee will be proud of what he is doing in the company and proud of the company he is working for.
Who is the best employee in the company?
The best employee in the company is the one who can fulfill his goals, can grow within the company, and is proud of what he is doing there.
These characteristics only work when the company itself provides fertile soil for this professional to exist and remain.
What is people management?
In short, people management is a set of strategies and skills given to professionals who lead teams.
These leaders use organizational psychology to set goals, identify problems, and propose solutions for all the company’s employees.
How important is people management for companies?
The importance of people management for companies is essential because it ensures an ideal environment for employees to have a healthy relationship and be able to develop in the company. Both by doing a good job and by growing as professionals.
What are the benefits most desired by employees?
Here we will make a list of benefits that many companies offer and you should imagine a way to offer yours as well. Obviously, it is not an obligation to have everyone, but it is a way to keep employees in the company. They are:
- Medical assistance
- Food voucher
- Meal voucher
- Dental plan
- Study assistance
- Daycare allowance
- Fuel voucher
- Flexible schedule
- Compatible salary
How to provide opportunities for growth?
First of all, it is necessary to understand that not all employees want to upgrade their positions. But it is necessary to show this possibility to everyone, in a meeting, for example.
In this way, those interested will look for their managers and an evaluation of what needs to be improved in the professional will take place. That is, what the employee needs to do.
Generally, this is linked to two spheres: education and performance; Education is when the employee needs to take a post-graduate or professional course.
In performance, the appraiser looks for problems in the performance and devises a solution for this with the employee.
How to deal with difficult employees?
First of all, it is not good to simply label an employee as bad or good. After all, this will create the idea that they can never change, that is, they can never get worse or better.
With this, the best way is with feedbacks seeking to bring empathy and the joint solution as bases for this conversation.
How do the best companies treat their employees?
Below we will show examples of how the best companies treat their employees. Thus, some examples can be used as inspiration for your company. They are:
- Creation of a program aiming the well-being of employees
- Social events for employees
- Public recognition of your work
- Salary Bonus
- Elaboration of goals with the collaborators
Tips to be more valued at work
To finish up our content today, we will show you tips on how you employee can be more valued in your work. The tips are:
- Communicate with your superior in a private meeting
- Recognize your mistakes and try to improve them
- Share your results with your superiors and team
- Ask for guidance to improve from management
- Empathize with the management
- Don’t gossip about your conditions, always try to resolve the issue
- Be participative in meetings
- Listen to feedback carefully
- Always follow the main rules
- Seek constant improvement as a professional