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 Empty Chair Is Trying to Tell You Something

By Cathie Leimbach • August 18, 2026
An empty workstation gets your attention. What caused it should keep your attention. When attendance becomes a problem, the first response is often to review the policy, document the absence, or find someone to cover the shift. Those things may be necessary. But they don't tell you why the problem is happening. A conversation might. Instead of starting with “Why do you keep calling off?” try “I've noticed you've missed several days recently. What’s going on?” Then listen. You may hear about something outside of work. But you may also discover frustration with a supervisor, conflict with a coworker, unclear expectations, scheduling difficulties, or an employee who no longer feels valued. Understanding the reason doesn't mean ignoring attendance expectations. It means you know what you're actually dealing with. Also, look for patterns. Is absenteeism higher on one shift? In one department? Under one supervisor? Did it increase after a schedule or leadership change? Those patterns may tell you where another conversation needs to happen. Most importantly, don't wait until attendance becomes a disciplinary issue to start talking. Check in with employees. Ask what's making their work harder. Ask what they need from their supervisor. And when someone raises a concern or makes a suggestion, be sure to tell them what action you are taking or why their idea won’t be implemented. The goal isn't to eliminate accountability. It's to address problems before accountability is the only conversation left. Conversation is Where Leadership Happens™ You Don't Need to Go It Alone. Bring your workplace people challenges to the FREE Workplace Conversations Clinic on September 21. Gain insights from Cathie Leimbach and other attendees. Register here for the FREE Workplace Conversations Clinic 

Is Absenteeism a Pain in Your Pocket?

By Cathie Leimbach • August 10, 2026
Absenteeism is expensive. Every unexpected absence costs more than a day's wages. Someone else may need to work overtime. Priorities get reshuffled, service slows, projects fall behind, and customers notice. Before long, absenteeism starts taking money right out of your pocket. That's why many organizations turn to attendance policies, incentives, disciplinary action, or tighter oversight. But what if those approaches are addressing the symptom rather than what's really going on? Most people don't wake up one morning and suddenly decide they don't care about their work. Disengagement usually happens gradually. People stop sharing ideas. They stop feeling heard. They begin doing only what's required. Eventually, some stop showing up. By the time absenteeism is brought to your attention, the real issue may have been growing for weeks—or even months. If absenteeism has become a recurring challenge, don't just ask, "How do we reduce call-offs?" Instead, ask "What happened before people stopped wanting to show up?" That question may lead you somewhere an attendance report never will—and may ultimately save far more than overtime costs. Attendance problems. Accountability. Difficult conversations. Team conflict. Every leader faces workplace people challenges, and few have been taught exactly what to do when they arise.  Talking through your challenges with others can be helpful. Ask questions of your network. Get some ideas online. Sometimes another perspective is exactly what you need to see the situation differently. You Don't Need to Go It Alone. Bring your workplace people challenges to the FREE Workplace Conversations Clinic on August 17. Gain insights from Cathie Leimbach and other attendees as you explore practical ways to handle the situations you're facing. Register here for the FREE Workplace Conversations Clinic