As the saying goes, employees leave managers, not jobs or companies. As a result, bosses need to understand what their workers expect. By effectively addressing employee needs, teams are more satisfied while on the job. Plus, it creates a positive, supportive culture, one where every worker has the ability to thrive.

Ultimately, offering a paycheck alone isn’t enough to keep today’s employees happy. If you want to make sure your workforce is satisfied, here’s a look at what employees want most from their bosses.

Transparent, Honest Communication

Transparency and honesty when communicating with employees have long been an essential part of the success equation. Situations like the Great Recession and pandemic exposed many professionals to varying degrees of dishonesty from management, and the workers often paid the price. As a result, when a boss isn’t honest and transparent, most employees become fearful, increasing the odds that they’ll leave.

Honest, transparent managers communicate in a specific way. They offer regular, consistent, constructive feedback on performances, both when the outcome is positive and when it’s negative. Additionally, they keep their team in the loop about company struggles, including what the situation entails and how employees can help get things on track.

Bosses who are transparent and honest also clearly articulate their expectations. This removes any sense of ambiguity regarding what’s necessary to succeed in a boss’s eyes, which creates a more comfortable work environment.

In this paradigm, managers are also accountable for their mistakes. They’ll admit when they make a misstep, apologize when appropriate, and show employees how they’ll work to make things right. Additionally, they make sure to defend their teams if company leaders place inappropriate blame on the employees they oversee, ensuring they aren’t wrongly burdened with an outcome that wasn’t their fault.

Finally, honest, transparent bosses keep their promises. Whether it’s a raise that was mentioned during the interview process or an obstacle that’s holding an employee back that they said they’ll handle, follow-through always occurs. In instances where the promised result suddenly isn’t possible, the manager discusses it with the worker immediately, explaining what changed and taking responsibility when appropriate.

Transitioning Toward Honesty and Transparency as a Boss

In many cases, becoming a more honest, transparent boss isn’t as challenging as it seems. Typically, it begins with a simple shift in your mindset. Knowing that your employees deserve the truth in a timely manner usually gets the ball rolling, as it alters how you perceive the information you receive and how you react in common situations.

If you aren’t sure how to integrate more honesty and transparency into the workday, consider starting with regular team standup meetings. Spend a few moments describing where the company stands and how the team can help it meet its goals. Outline any new expectations and discuss shifts in priorities, giving them solid direction.

Additionally, focus on providing immediate feedback. Praise smart decisions and achievements, noting exactly how the worker exceeded or met expectations. For negative outcomes, quickly schedule a one-on-one meeting to talk about what occurred, identify lessons learned, and coach the employee toward success.

By taking those steps, you can quickly get yourself on the right track. If you’d like to learn more or are working on expanding your team, PrideStaff wants to hear from you. Contact us today.



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