Who's Responsible for Employee Success?
Cathie Leimbach • July 15, 2020
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When I facilitate client meetings, every person in the room shares their perspective on the matter at hand and contributes ideas of how to move forward. Managers are often shocked at the positive energy and quality of input from their staff. Why are so many leaders, managers, and supervisors unaware of their staff’s potential and their value to the organization?
One reason is that few managers ask questions. There is a tendency for supervisors to give their staff day-by-day, or even hour-by-hour, specific instructions on what to do next, or they leave their staff alone to figure everything out by themselves. Few managers invest a lot of time using an intermediate approach. Daily or weekly two-way conversations between staff members and supervisors are relatively uncommon. Without such discussions, supervisors are unaware of their staff’s strengths and interests so can’t leverage their potential.
And, when staff don’t interact with others at work, they don’t feel valued. Their enthusiasm and productivity drop. Then, managers get frustrated with employee apathy and mediocre productivity.
Leaders push staff to work harder. Staff complain that managers aren't helpful or expectations aren't clear. Decades of Gallup research has revealed that the staff's assessment of the problem is pretty accurate. 70% of the factors that contribute to disappointing morale, engagement, productivity, and profit are the responsibility of managers.
So, what is the root cause of mediocre organizational outcomes? IT’S THE MANAGER!
Effective managers have servant hearts. They develop the skills needed to help their staff be the best they can be. They manage by asking questions that inspire great conversations and by becoming competent in the fifteen core skills of effective management. Unfortunately, this description of an effective manager does not describe the majority of managers.
What will you do this week to move beyond average? What is your next step to becoming a manager who leads with excellence and develops a healthy, high performance workplace team?
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
Most employees know what they are expected to do each day. Far fewer fully understand why their work matters or how it contributes to the organization's success. Yet that understanding is one of the most powerful drivers of engagement, commitment, and performance. Gallup research consistently shows that employees who feel connected to their organization's mission and purpose are significantly more engaged, while highly engaged teams achieve stronger productivity, profitability, customer satisfaction, and retention. When people understand how their individual responsibilities help customers, coworkers, and the organization succeed, their work becomes more than a list of tasks—it has meaning. Supervisors play the key role in creating that understanding. A job description explains what to do. Leadership conversations explain why it matters. They help employees see how quality, safety, customer service, teamwork, and continuous improvement all connect to the organization's goals. As work changes, priorities shift, or new challenges arise, supervisors who communicate openly help employees understand not only what is changing, but why those changes matter. Questions, discussion, and regular feedback replace assumptions with clarity and build trust. Employees who understand the purpose behind their work are more likely to make good decisions, solve problems, take initiative, and remain committed during difficult times. They also appreciate knowing that their organization is willing to invest in their future through learning and career development opportunities, even if promotion is not immediate. When supervisors consistently connect daily work to a larger purpose through meaningful conversations, employees gain direction, confidence, and motivation. They don't simply complete tasks—they understand the difference they make. And that understanding creates a workplace where engagement, performance, and retention naturally grow. Need Help with a Difficult Workplace Conversation? Great leadership doesn't happen by accident—it happens one conversation at a time. 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 Conversation is where leadership happens.
