5 simple things every team wants from their leader

Being a leader can be complicated… but it doesn’t always need to be.

You have probably attempted every team building exercise and leadership tactic under the sun, but have you ever tried thinking about what they want?

There’s no doubt that every team is different, and within it is a mix of personalities who each have their own preferences and working styles.?

But, at the very core of every high-performing team is a set of very similar wants and needs.

So rather than giving your team what you think they need, how about you give them what they actually want.

Not sure what that is? Here’s a few places to start…

1. Purpose

If there’s one thing people want from their jobs today, it’s purpose. According to the Harvard Business Review meaning even trumps money, as their research found 9 out of 10 people are willing to earn less money to do more meaningful work.

It’s a leader's responsibility to make sure their team sees their role as more than just a job. When people understand 'why' they do what they do, rather than just the 'what' and 'how' they do it, they can appreciate the bigger picture. It shows them their work is important which in turn creates a shared mission and sense of unity.

Although the company may already have a purpose, take it one step further and develop your team purpose . Think about why the team exists and identify a compelling purpose that will keep your team engaged, performing and smashing their goals.

2. Trust and respect

Trust and respect is fundamental in any relationship.?

If you want to build a cohesive, collaborative and high performing team, everybody needs to feel valued and show trust and respect for each other.?

People need to feel safe to share their voice, as well as feeling heard when they do. It’s about creating a psychologically safe environment where team members are comfortable expressing themselves and taking risks without fear of conflict or punishment. When people feel safe like this, they are more likely to be open, honest, and engaged in their work.

Empower people to make decisions, rather than leading with an iron fist. Create an environment where it’s encouraged to ask for help rather than punished. Allow them to take the reins on a project instead of hovering over their shoulder.?

Give trust and you get it back; it really is as simple as that.

3. Autonomy

As a leader, you need to find that perfect balance between support and autonomy.

It's up to you to provide your team with the tools and environment to succeed but then let them do the rest. Give them space to get on with their job; that’s what they were hired for after all! Nobody likes a micromanager, it’s frustrating, demotivating and often leads to unnecessary stress and mistakes.?

On the flip side, when teams are given the freedom to make decisions it creates mutual trust and respect and shows them how much their skills are valued. It encourages them to feel empowered and to take better ownership of their work, be innovative and find new solutions to problems. When people feel safe to be creative and take initiative, it’s only going to lead to better results for the whole team!

4. Development and growth

Study after study shows the desire teams have for development and growth. In fact, a massive 94% of employees have said they would stay at a job longer if they were offered pathways for career development.

The quote “train people well enough so they can leave, treat them well enough so they don't want to” is a cliché for a reason. Worrying about whether investing in your people’s development might lead them to look elsewhere is pointless. You need to be providing opportunities for development and growth for your people to be happy and want to stay in the first place.?

5. Recognition

From a very early age, people crave recognition - it’s just part of being human and something pretty much none of us grow out of. Therefore it makes sense that teams want to feel that their hard work is acknowledged and that they are making a meaningful impact in their role.

This can be done a number of ways… a ‘good job’ as you pass their desk, bonuses, promotions, or sharing someone's hard work in a team meeting. Providing recognition and celebrating successes in this way is a simple but very powerful way of meeting their needs and fostering belonging and appreciation.

It not only boosts a person's confidence and morale, but it creates a positive working environment for everybody and motivates the whole team!

Wanna hear more?

In this month’s episode of the Braver Leaders podcast we’re getting a slightly different perspective than usual as I'm joined by Georgie Randon to talk about what it's like to be IN a team.

CEOS and Leaders you don’t want to miss this one as Georgie shares her direct experience with leaders, the mistakes they often make and what teams really want.?

Listen to the full episode here!