Top 3 Concerns of Employees & What Employers Need to Do Differently: Real Talk from the Field

I've spent countless hours coaching and mentoring across both scrappy startups and global corporations, and let me tell you: the concerns I hear from employees are almost universal. And yet, many leaders miss the mark. There’s an underlying frustration, a silent wish for someone to genuinely understand them.

Here are the top three concerns I hear – and what employers should actually be doing differently.

1. A Need for Authentic Growth, Not Just “Career Paths”

Let’s be real here: “career pathing” is often just a fancy way of saying “we’ll shuffle you around every few years.” Employees want meaningful, authentic growth – they’re seeking skills that make them better today than they were yesterday. They want to be challenged, not boxed in. So many companies talk about growth, but few truly deliver. Growth isn’t about moving someone up a title rung. It’s about recognizing their unique potential and asking, "How can we support you in becoming the best version of yourself?"

What Employers Should Do:

• Build customized growth plans. Skip the one-size-fits-all approach. Invest the time to ask employees where they want to go and help map out a realistic, engaging plan with skills that are relevant to their unique strengths.
• Provide real mentors, not just managers. Leaders should be mentors, guiding employees through both the good and the challenging times, investing in them in a way that goes beyond the transactional.
• Challenge them. Growth doesn’t happen in the comfort zone. If employees are too comfortable, they’re not growing. So, give them projects that stretch their skills – even if it’s a bit risky.

2. Transparency with Integrity: Cutting Through Corporate Speak

Employees today see right through corporate jargon. They know when they’re getting the sanitized version of reality. They want transparency – real transparency – and not just about the company’s goals, but about the challenges, the struggles, and yes, even the failures. When companies sugarcoat, employees feel alienated, as if they’re kept out of the “real” conversations happening behind closed doors.

What Employers Should Do:

• Be real about the challenges. When the company is going through tough times, be upfront. People want to feel like they’re in it together with their leaders – not that they’re just pawns on the chessboard.
• Embrace the power of "we don’t know." There's often an unspoken expectation that leaders must have all the answers. However, acknowledging uncertainty fosters trust and collaboration, creating an environment where innovation thrives and employees feel empowered to contribute their ideas and solutions. Employees respect leaders who are willing to say, “We’re figuring this out, and here’s what we’re thinking.” It creates a sense of unity and shared purpose.
• Involve employees in decision-making. Whenever possible, get employee input, especially on changes that affect them directly. They’ll be far more invested in solutions they helped create than decisions made in a closed conference room.

3. Work-Life Balance, but in a Real Way

I know this is the drum everyone’s been banging on for years now, but that’s because it still isn’t being addressed properly. Work-life balance has to be more than lip service. Employees are tired of the “we’re a family” rhetoric when, at the end of the day, it’s still the work-first mentality that reigns. Balance isn’t just about the hours; it’s about the respect for boundaries, mental health, and creating an environment where people feel valued as whole humans, not just “resources.”

What Employers Should Do:

• Set boundaries from the top. If the CEO is emailing at midnight, it sets a tone for the entire company. Leaders need to model the behavior they want to see – leaving work at work, respecting weekends, and showing employees it’s okay to disconnect.
• Invest in mental health resources. It’s not enough to just offer them. Employers need to normalize using them, talking about them, and taking time off when needed.
• Create an environment where “balance” is personal. Recognize that work-life balance means something different to everyone, and understanding those unique needs is key to creating a thriving, engaged team. Some employees may love remote work; others may feel isolated. Some may want flexible hours; others need more structure. The key is listening to each person and respecting their needs.

The Bottom Line: Real People, Real Solutions

At the end of the day, these concerns aren’t just complaints. They’re a call for something more meaningful. We can all agree that employees seek to feel recognized, understood, and appreciated. They want growth, transparency, and balance that don’t feel like marketing phrases but lived values. When companies can answer that call, the impact on engagement, retention, and company culture is undeniable.

So, I’ll leave you with a question: Is your company truly delivering on these fundamentals, or are these still “aspirational values” left on a slide deck? The real challenge – and opportunity – is in making them the reality.

Ready to transform your workplace into one that attracts, motivates, and retains top talent? Let’s work together to create a culture of growth, transparency, and balance. Reach out today, and let's start building the workplace your team deserves!