What People Want and Need From Their Leader in 2023
In 2022, a nationwide retailer witnessed employees debate and divide over political issues. It was another example of the polarized world we live in today. When the chief operations officer gave an executive order that politics and social issues were not allowed to be discussed at work, sixty employees left in protest. They quit instantly.
It’s the result of both an emboldened workforce today and the presence of social media.
So, how do executives or managers lead in such a day? What will 2023 bring to the workplace? What is the future of leadership? Many business leaders I speak to tell me they’re baffled. It’s like the rules have changed. Who’s the boss? Is it the employer or the court of public opinion?
Who’s Running the Show?
Organizational psychologist Adam Grant calls this the “democratization of the workforce.” While there are still employers and employees, the playing field is being leveled by realities like “quiet quitting” and the “great resignation.” People feel empowered to request, even demand, more. Human resource executives say they’re experiencing more audacity from job candidates. Generation Z interviewees usually bring a high sense of agency and anxiety. They are asking for more and they are aware of their need for and right to self-care.
In many places, “quiet quitting,” is the new norm; to do the bare minimum. The attitude is: what are you going to do, fire me? They often want a psychological contract with the employer that promises you are going to care for me. In response to the “great resignation” they want an ideological contract with the employer: you’re going to care for me and the community.
The challenge, of course, is—leaders need to lead. They must not only care for the lives of people, but they also must steward the mission and growth of an organization. This dissatisfaction blind spot has sabotaged thousands of employers, but it’s impossible for employers to always choose to make employees happy. How do we balance the two?
What People Want from Their Leader
After analyzing the research on current patterns in the marketplace, I’ve concluded people chiefly want three items from their boss. Leaders must practice:
1. Neutrality – They want employers to be objective and unbiased
2. Transparency – They want employers to be clear and honest when they speak
3. Participation – They want employers to ensure that staff are heard when they speak.
Relevant leaders should demonstrate these realities regularly. Keep in mind: people do not have the innate need to get their own way, but they do have the innate need to be heard. Today’s workforce is more educated, exposed and entitled than past generations of employees. Leaders must adjust their approach to lead them.
What People Need From Their Leader
Amid this, leaders must not let these realities prevent them from leading. Those who merely cave in to the demands of people aren’t really leading. They are responding or reacting to the requests of others, but they’re not necessarily leading. And people will always need a leader. At Growing Leaders, we chose to offer team members unlimited Personal Time Off (PTO) knowing our people would be careful to not let their teammates down by taking too much time away. After a year, we noticed that most acted in a trustworthy manner, but not everyone. We are finding a balance. People will always need leaders who give clear boundaries, tangible targets to hit and the confidence that they can reach those goals. After collecting data for three years now, I have concluded team members need three fundamentals in these times:
1. Context – Max Dupree wisely taught us the first job of the leader is to define reality. We must clarify where things stand in a realistic manner. We all discovered that during a pandemic, people need context to minimize anxiety and panic. Good leaders reminded people that COVID-19 was the fourth pandemic we faced in the last century and we not only made it through each one, we made progress. People need perspective.
2. Applications – Especially in times of disruption, people need clear objectives and actionable steps to take in such times. I mentioned above people need boundaries, for instance. They also need clear targets and the path to take to pursue the vision. Clarity is the greatest gift a leader can offer their people. My friend Andy Stanley reminds us: We can all live without certainty, but we cannot live well without clarity.
3. Belief – More than ever, people need from their leader the inspiration to stay steady and to continue. When leaders express they not only believe the organization will make it through this difficult time but will be better for it, it instills belief in followers. Confidence begets confidence. People must be led from both the head and the heart—and belief is from the heart of the leader to the heart of the team. People need hope.
As we all march into 2023, let’s offer team members what they want and what they need. Feel free to share this with others who might benefit.
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