Your Employees Are Watching: What Story Are You Telling
Forty-five percent. Remember that number.
As a leader, with others looking for your direction, at this time of turbulence and uncertainty, you likely feel the pressure. You probably are worrying and ruminating about what may happen – the images in your mind distracting you from the present.
And you may be anxious. It is natural to feel this way.
But you do not want to load those around you with the stress of the situation. You want to figure out the right path first. So, you isolate, stay quiet, and carry the weight of the problems on your shoulders, not wanting your employees and teams to see what you are feeling.
They do, though, they see it all and are making up their own story of what is happening based on what they perceive in you.
As Tina Turner famously sang, “We don’t need another hero.”
And no matter how positive the intention, we need to communicate more than ever.
The number – 45%
That number – forty-five percent – that is the number of employees who feel their leaders and managers are failing at communication – poor and ineffective. The overall score for leadership communication was just 62%. Less than 10% of people felt their leaders were clear and open about what was going on.
So, people are left to make sense of what is happening on their own – worrying, ruminating, and feeling stressed. Just the things you did not want for them.
I interviewed a leader who took on a CEO role and asked her what the biggest surprise was since taking the position.
She answered quickly, “How much people read into your actions. If I put on a red hat on Monday, just because it was there closest to me in the morning, three people would be wearing red hats by Wednesday, and seven by Friday. I realized how more aware I need to be about my words and actions, as people jump to assumptions.”
We spend a lot of our time trying to meet the expectations that we think others have of us. It is a waste of time and energy, but we do it daily. It hits even harder for those in leadership positions.
What you say, or don’t say, matters.
Tariffs, markets, and chaotic tweets – what can you even say? Why not wait until you know the path ahead?
Because people are worrying now about the future.
What do you say?
Here are the three pieces employees say they want to hear from you as a leader – that you understand what they are feeling: that you care about their future, and that you make sense of what is happening.
Maybe you can’t make sense of it yourself – so say that. Maybe you say just that, “I know things feel chaotic right now—every day brings new uncertainties and new challenges. I wish I had clear answers about what comes next, but honestly, I’m working through it just like you are.
What I do know is this: your concerns and your future matter deeply to me, and we're going to navigate whatever comes together.
Let’s keep the conversation open, and we'll get through this as a team." And then talk about it. People will feel relieved to be having the conversation (and do not make promises, keep it open and honest).
That is what leaders rated highly for their communication were scored on – being there, being open, and having an ongoing conversation. In the past, I often felt I needed to have the answers first – and put so much pressure on myself until I found out what was really needed from me was to ask questions and be there.
The leadership that brought you to your present role is what can motivate, inspire, and comfort others. Be that leader.
If your silence is speaking louder than your words, what message are your employees really receiving?
Find out about customized employee surveys to uncover your greatest assets by touching base with me at michael@workinsights.io.