Why Leading Effectively Requires Understanding What Followers Want

Leadership development often focuses on equipping leaders with skills, strategies, and frameworks, but too frequently overlooks the importance of understanding what truly matters to followers.

Effective leadership goes beyond managing tasks and projects; it requires a genuine understanding of the people you're leading.

Research consistently shows that the most engaged employees are those whose leaders take the time to understand their needs, motivations, and values.

In this article, we will explore why fully understanding followers is essential for leadership development, and how that understanding translates into better engagement, retention, and performance.

Insights from employee engagement surveys, Gallup’s Q12, McKinsey, and others highlight key factors that drive employee satisfaction and performance.

In my work I present many surveys and studies around engagement and stress that these are often "the answers to the test."

Here's a look at what matters most to followers—and why it’s important for leaders to pay attention.

Alignment with Values and Purpose

Employees want to feel that their work aligns with their personal values.

When employees can connect their work to something larger, they are more likely to stay engaged and feel fulfilled.

Gallup's studies indicate that employees who perceive their work as meaningful are more satisfied and committed to their organizations.

Leaders who take time to understand what motivates their team members on a deeper level help connect individual work to broader organizational goals, which leads to better outcomes for both parties.

Recognition and Appreciation

It’s not surprising that recognition matters. Employees want to know that their contributions are seen and valued.

Gallup’s Q12 survey underscores that employees who receive recognition are more likely to be engaged and motivated.

But recognition needs to be specific and timely. Leaders who understand the unique strengths of their team members can provide personalized acknowledgment that fosters a deeper sense of appreciation.

It’s about making employees feel that their work is noticed and valued, which can improve morale and drive long-term engagement.

Development and Growth Opportunities

Followers also want opportunities to grow. People don’t just want a paycheck—they want to feel they are developing professionally.

Research shows that employees who feel supported in their growth and development are more likely to stay with their employer and perform at a high level.

Leadership development should, therefore, focus on providing followers with opportunities to improve their skills and take on new challenges.

Leaders who invest in their followers’ growth foster loyalty and help build a stronger team. They also activate a few powerful principles of influence: liking and reciprocity.

Trust and Autonomy

Trust is fundamental. Employees who trust their leaders are more likely to be engaged, motivated, and productive.

Consistency, transparency, and empathy help build trust between leaders and their teams. Leaders who show that they trust their employees to make decisions and give them the autonomy to take ownership of their work can create an environment where employees feel empowered and valued.

Autonomy doesn’t just improve performance; it also strengthens commitment and loyalty.

Involvement in Decision-Making

Followers also want to feel involved in decisions that affect their work.

Studies show that employees who are included in decision-making are more likely to be motivated and engaged.

This doesn’t mean that leaders should involve employees in every decision, but providing opportunities for team members to contribute their perspectives can make a significant difference in how they feel about their role in the organization.

Involvement fosters a sense of ownership and accountability, which can lead to higher levels of engagement.

Work-Life Balance

Finally, followers care about work-life balance. Employees are more likely to stay engaged and loyal when their leaders respect their need for balance.

Research shows that employees who feel supported in balancing work and personal life are less likely to experience burnout and more likely to stay with their employer.

Leaders who encourage a healthy work-life balance and promote well-being initiatives are creating an environment where employees can thrive both at work and in their personal lives.

Leadership Development Must Be Two-Way

Incorporating the perspective of followers into leadership development isn’t just a nice idea—it’s essential.

Leaders who understand what matters to their team members create an environment where employees feel valued, trusted, and engaged.

By focusing on what drives followers—such as alignment with purpose, recognition, growth opportunities, trust, autonomy, involvement, and work-life balance—leaders can build stronger, more productive teams.

Leadership development should not just be about developing the leaders themselves but about understanding and responding to the needs of those they lead.

When leaders invest in understanding what truly matters to their followers, they set the stage for better engagement, higher satisfaction, and stronger performance.