Anyone in management who has seen Remember the Titans should remember this exchange:
Big Ju: Why should I give a hoot about you, huh? Or anyone else out there? You wanna talk about the ways you’re the captain?
Bertier: Right.
Big Ju: You got a job?
Bertier: I’ve got a job.
Big Ju: You been doing your job?
Bertier: I’ve been doing my job.
Big Ju: Then why don’t you tell your white buddies to block for Rev better? Because they have not blocked for him worth a blood nickel, and you know it! Nobody plays. Yourself included. I’m supposed to wear myself out for the team? What team? Nah, nah what I’m gonna do is look out for myself and I’ma get mine.
Bertier: See man, that’s the worst attitude I ever heard.
Big Ju: Attitude reflects leadership, captain.
I typically don’t pull from popular culture to make a point about leadership practices; however, this scene captures a basic truth on leadership accountability. The attitude of a team is a reflection of the characteristics of their leadership, especially in uncertain times.
So how are business leaders doing? In January of 2010 The Conference Board released their results on employee satisfaction and revealed that only 45% of employees are satisfied with their jobs which is the lowest level in the 23 year history of the poll. Certainly market conditions bear much of the responsibility. Leaders have been forced to make very difficult decisions including layoffs, salary reductions, and benefit cuts while at the same time asking their employees to do more with less in order to successfully maneuver through the “Great Recession”. These types of changes, especially if poorly managed, can cause substantial damage to the company culture and the relationship between employees and management.
Many leaders may look at their high employee retention rate and assume they do not have a problem. However, even with a 55% dissatisfaction rate only 19% of employees are looking for other jobs. This suggests that retention is not a reliable barometer of employee attitudes. Why the disconnect? Why aren’t unhappy employees looking to leave? The biennial Global Workforce Study of employee attitudes and workplace trends by Towers Watson (NYSE, NASDAQ: TW) suggests that employees are choosing security over career satisfaction. In the end many employees are staying, not because they believe in their company, but because they are too afraid to leave. While this helps with retention, I would argue that this attitude does not drive performance. In essence, it only ensures employees will work hard enough not to get fired.
In order to fight this cynicism and complacency a leader needs to reduce the influence of fear and uncertainty and replace it with more positive elements that focus on performance. The first step in accomplishing this is for leaders to understand what their team needs from them. The Global Workforce Study provides this insight into this very question:
“Given the state of affairs in many businesses over the last year, perhaps it shouldn’t come as a surprise that trustworthiness tops the list of desired senior leadership qualities,” said Caldwell. “This craving for the more ‘emotionally intelligent’ aspects of leadership indicates that many employees feel disconnected from their organization and are looking for their leaders to project integrity and empathy, and continue to focus on the development of employees.” These conclusions are supported by the survey results below when employees were asked about what characteristics they want from their leaders:
1. Is trustworthy: 79%
2. Cares about the well being of others: 67%
3. Encourages the development of talent in the organization: 56%
4. Is highly visible to employees: 42%
5. Manages financial performance successfully: 42%
It’s important to keep in mind that this study does not suggest that you coddle underperforming employees. Instead, it provides context on how leaders can communicate their vision, as well as support and motivate their team. People want to be led, but they expect active engagement, effective communication, and leaders that are willing to invest in their development. How leaders can use those things to improve the attitude and culture of their company will be the subject of upcoming posts.
Article Links:
Why Are Fewer and Fewer U.S. Employees Satisfied With Their Jobs?