What Employees Need From Management to Succeed


According to research, the average employee doesn’t require a lot from management in order to do his or her job effectively. However, the things that employees do need are absolutely essential.

Most employees require the same basic things from management: transparency, engagement, recognition and opportunity. This isn’t a lot to ask for and offering all of these things to staff members doesn’t have to cost a large amount of money.

Consider the following needs of the typical employee in greater detail.


Nobody enjoys being kept in the dark. For employees, this means not understanding where they stand, how their role fits into the big picture of why the company is making major changes.

Communication is particularly important for a company leader, and employees’ capacity to manage change is directly relative to a leader’s communication and transparency. Keeping staff members in the loop even if nothing has changed is fundamental to leading a successful team of employees.


Research has shown inviting input and feedback from employees is an effective way to boost productivity, innovation and employee morale.

Nevertheless, too many leaders disregard this valuable practice, leaving staff members feeling shut out of company decision making. This typically results in lower employee morale and lower employee buy-in than if employees felt like they had a say.

Of course, it would be inefficient or counter-productive to consult employees on every single decision, but leaders should engage staff members in areas where shared decision making is sensible and where “ground level” input can offer significant value.


Recognition and positive reinforcement are something all employees value and appreciate. Managers who get in the habit of genuinely recognizing the contributions of employees, both formally and informally, help produce a positive culture and incentivize the most positive behaviors.

Bear in mind that acknowledgement ought to be obtainable for everybody at every level in the company. Always recognizing those in the upper parts or the organization or the same top performers can actually have a discouraging impact.


Although not all jobs have distinct upward mobility paths, there will always be approaches to providing individual career growth opportunities. Job rotation, cross training, online education, tuition reimbursement, in-house educational classes, industry association involvement, seminars, community learning events, online seminars, or opportunities to lead company initiatives are all ways to provide career opportunities for all talent levels and ambitions. Occasionally just having the chance to hear from subject-matter experts or senior staff members will be a chance for employees to grow and learn. Offering and engaging employees in career opportunities can transform the dynamic of the workplace, making it feel alive with possibilities.

At NSC, we work hand-in-glove with our clients to support employee engagement and drive higher productivity. If your company is currently looking for a custom talent acquisition solution, please contact us today to find out what we offer.


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