When Employees Choose Their How

Cathie Leimbach • February 1, 2022

When employees have the freedom to decide how to do their work satisfaction, retention, and productivity increase. Human beings like to make a difference in the world around them. They want to matter. They want the freedom and satisfaction of having some control over their life and what they do at work. When they feel valued and trusted by being given some freedom to decide how to do their work, they become more productive and loyal.


Organizations want to hire the best employees. They are seeking people who can help the company achieve its goals without handholding, individuals who can solve everyday problems and pivot their focus to meet tight timelines or handle emergencies. Yet, many supervisors voice their frustration when staff stray from the way they were taught to do the job.


The owner of an employment firm whose clients are small family-run businesses explained the dilemma well. His clients want employees who will follow his hour-by-hour instructions on the days he is working, yet, when the owner is on vacation he expects his staff to achieve the same quality and quantity of work and make the same decisions as he would have. We can’t have both worlds.


However, before employees can effectively decide how to do their work, leadership has to prepare them for success. This includes:

  • Having and communicating clear company goals and setting the measurable results you expect from each employee
  • Defining and communicating company values to guide the employees in their workplace behaviors and decisions
  • Assigning employees a right fit position that allows them to use their strengths and interests at work at least part of every day or week
  • Equipping them with the knowledge and skills needed to do the job well
  • Showing them one way that achieves the desired output and coaching them to follow that process to get the desired results


Now, they know why the company exists and what makes it successful. And you and they have evidence that they can achieve the desired results. 


At this point, it is time to give your employees freedom in how to do their job. Many will figure out a tweak to the process that allows them to do their work more quickly. Others will adjust the order of their tasks to match their personal energy levels. Some will come up with a great new idea that reduces the cost of production or provides added value to the customer. They may even solve a workplace problem that has been frustrating their colleagues for years.


And, they will enjoy their work, have some control over their day, like making a difference, and become a long-time value-adding employee. All because you prepared them and trusted them to decide how to do their work.   

The Workplace Has Changed. Has Your Leadership?

By Cathie Leimbach • July 21, 2026
There was a time when many employees expected to spend most of their careers with one organization. Job security, pensions, and long-term loyalty often kept people in the same company for decades. Today's workforce thinks differently. Millennials and Gen Z expect to build careers—not necessarily with one employer. If they don't see opportunities to learn, grow, contribute, and advance, they'll find them somewhere else. Research consistently shows that younger employees are looking for more than a paycheck. They want managers they trust, meaningful work, opportunities to develop, flexibility when possible, and a workplace where they feel respected, supported, and heard. Gallup reports that 87% of Millennials say professional development is important to their job satisfaction. Combined with growing expectations for work-life balance and a positive workplace culture, it's no surprise that organizations relying primarily on compensation to retain employees continue to struggle with turnover. The encouraging news is that leaders influence most of what keeps people engaged.  Managers who hold meaningful conversations, clarify expectations, recognize contributions, coach for growth, and genuinely care about their employees create workplaces where people want to stay. They build trust, strengthen engagement, and help employees grow, succeed, and see a future with the organization. Today's retention isn't driven by job security or loyalty alone. It's driven by a workplace experience where employees are growing, supported by leaders they trust, and confident their contributions matter. Download our Retention Conversation Guide to discover practical ways to strengthen trust, engagement, and retention—one leadership conversation at a time. Conversation is where leadership happens.

Feedback Isn't a Download. It's a Dialogue.

By Cathie Leimbach • July 14, 2026
Most leaders know they should give feedback. Yet many avoid it. Not because they don't care, but because they worry they'll discourage someone, create conflict, or say the wrong thing. Unfortunately, when feedback is delayed, vague, or avoided, employees don't feel supported—they feel uncertain. Research highlighted in a recent McKinsey Quarterly article found that employees who receive regular, specific feedback are significantly more engaged than those who don't. The problem isn't that employees dislike feedback. They dislike feedback that feels judgmental, unclear, or disconnected from their growth. The strongest leaders understand something important: Feedback isn't a download. It's a dialogue. When leaders approach feedback as an employee development conversation rather than a list of mistakes, people become more open to hearing hard truths and more motivated to improve. Effective feedback communicates two powerful messages at the same time: I respect you. I believe you can grow. That combination changes everything. The best leaders don't simply evaluate past performance; they help employees see future potential. Rather than focusing only on what went wrong, they provide feedforward —guidance on what someone can do to become even more successful. High-performing organizations understand a simple truth: Improvement requires input. The question for leaders isn't whether to give feedback. It's whether our feedback leaves people feeling smaller—or stronger. Feedback doesn't change people. Better conversations do. Download our one-page guide: 5 Practices That Turn Feedback Into Growth Learn five practical ways to make every feedback conversation more productive, more encouraging, and more likely to inspire lasting growth. Conversation is where leadership happens