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Workplace Engagement InsightsLatest Employee Engagement NewsWorkplace EngagementSeason’s Greetings! People Don’t Care How Much You Know Until They Know You Care

Season’s Greetings! People Don’t Care How Much You Know Until They Know You Care

Last year, I spent time talking about how leaders can genuinely demonstrate that they care about their employees. This is the underpinning of engaging employees, but too often we ignore this critical need in how we develop and promote our leaders.

Indeed, we go a step further in how we bring new people in! We tend to focus on leaders who get results and don’t stop to ask how they got those results. This can cause a huge issue in teams when a new leader arrives and has a “drive them hard, no holds barred” attitude.

Part of this can be solved by using profiling tools to test the personality traits of people we plan to develop for our succession plans and to screen applicants for jobs entering our company. While they aren’t the definitive answer, they at least inform us about a person’s core traits; we can then begin to determine how those traits will show themselves in how they get performance from their teams.

A demanding boss will get results, but all too often it is short-term. Employees will eventually build up resentment, tire from the load, chafe at the unreasonable targets, and quit.

I just met with a young man who has built a very successful career in enterprise sales, who had this exact problem in reverse. He was a demanding but fair sales executive who got caught in a company that had the old attitude from the seventies – making a hero of the sales manager who set unrealistic goals and firing the lowest performer every month.

To use the old Dr. Phil question: “And how is that working for you?”

Building teams that engage and stay engaged takes work. It takes a leader who values employees and recognizes that allocating time to building their team is a critical success factor. Gone are the days when you can use the excuse of not having time.

Not having time to sit with your direct reports and build their capabilities through regular performance management meetings is like saying you don’t have time to manage performance! If not that, then what are you being paid to do?

Employees need to know how much their leaders care before they will care about doing a good job for their leaders. Leaders must understand the emotional side of their job and cultivate empathy – not just push for results at any cost.

Merry Christmas from Workplace Engagement Insights!

A very Merry Christmas to you, your teams at work, and your loved ones at home! I wish you a happy holiday season filled with blessings and joy.

Let’s all approach the new year with a mindset for success in leadership, starting with a commitment to make our teams feel valued and understood.


Want to learn more? WEI offers customized leadership coaching and workshops. Let’s discuss your needs today.

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Written by Dwight Lacey

Dwight Lacey

Dwight is the President at Workplace Engagement Insights. He leads Workplace Engagement Insights with a clear understanding of the latest employee engagement research, survey best practices, and leadership styles that create successful businesses.

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