Want More Engaged and Productive Employees? Set Clear Expectations.

Cathie Leimbach • December 14, 2021

Remember when you had a coach, teacher, mentor, parent, friend who believed in you 100%? Their total belief and high expectations for what you could do enabled you to perform better than you imagined, consistently and confidently.

 

Believing in people lifts them up. Cheering on your employees, giving them the support they need to grow, and the "can do it" message will increase productivity and employee engagement. 

 

Interestingly, a recent Harvard Business study found that 69% of managers reported being uncomfortable communicating with their employees, and more than one-third were uncomfortable giving direct feedback.

 

Management expert, Ken Blanchard, taught the importance of catching people doing things right. Rather than just saying "thanks," be specific about the contributions your employee or team made. And guess what? You will get a lot more of precisely what you want as a manager.

 

Your employees will always move towards someone who encourages and away from anyone who diminishes them. Stephen Covey taught that making deposits into your employees' emotional and professional well-being builds trust and increases performance. 

 

Effective managers empower their teams by pointing out their strengths and partnering together to develop their strengths and opportunities for growth. Imagine how your employees will feel when they feel you believe in them and are enthusiastically supported. Here are some best practices:

  • Connect your "why" to your employee's "Why".  Your employees need to know why what they do matters. More importantly, they need to find a sense of purpose in your organization's mission. Treat your employees like they make a difference, and they will.
  • Be clear. Set clear expectations and goals. Meet with each of your direct reports periodically to make sure they understand what "good performance" is. And put it in writing so that it is easy to keep track of what has or hasn't been communicated.
  • Co-Create Goals. Don't dictate. Co-creating goals and expectations will create higher buy-in and more significant accountability. Having a conversation with each of your employees will empower and support them to meet and exceed expectations.  
  • Provide C.A.R.E feedback. Continuous. Accessible. Regular. Empathetic. Schedule regular meetings continually. Be responsive, approachable, and empathetic. You have a unique opportunity to unleash the most significant contributions of others.
  • Get out of their way. Develop agreed-to expectations with each employee. Give them the support they need. And then let them do their thing. Trust that they can solve the problem, find the solution, take care of the customer, innovate and inspire other team members. 

 

As managers, you can make huge deposits into your employees' confidence and performance. Be the coach and mentor that helps your team members thrive and grow to do the very best they can. The result? Higher performance and higher engagement. 

Age and Gender Shape How Employees Want to Be Appreciated

By Cathie Leimbach • June 10, 2025
In today’s evolving workplace, one constant remains: employees want to feel valued. Interestingly, research comparing data from before and after COVID-19 shows that employees' preferred languages of appreciation have remained remarkably consistent over time. However, age and gender differences reveal important nuances leaders shouldn’t ignore. Gender differences are clear. Men more frequently chose Acts of Service as their preferred form of appreciation (26%), while women gravitated toward Words of Affirmation (46%). When asked about their least preferred language, women were more likely to rank Acts of Service at the bottom, while men showed a strong dislike for Tangible Gifts. Age also matters. Employees over 60 overwhelmingly preferred Words of Affirmation (48%), while the youngest generation (under 20) leaned toward Quality Time (33%). These trends suggest that life stage and workplace experience shape what appreciation feels most meaningful.  The takeaway? While core preferences haven't shifted dramatically post-COVID, effective leaders need to understand and respond to individual differences. Avoid blanket strategies and invest in knowing how each team member feels most valued. Personalized appreciation builds stronger teams—across every generation and gender. For further details, see Dr. Paul White’s article on gender differences in appreciation preference.

Why Better Leaders Mean Better Bottom Lines

By Cathie Leimbach • June 3, 2025
Let’s talk straight—leadership development isn’t just a “nice to have.” It’s the engine behind real economic progress. John Kotter, a world-renowned voice in leadership and change, made it clear: organizations don’t rise or fall on products alone—they succeed because of how well they lead through change. When leaders know how to cast vision, inspire action, and adapt quickly, the ripple effect is huge. Teams become more engaged. Strategy gets implemented faster. Resistance turns into momentum. And yes—revenue and results improve.  Kotter’s work shows that companies with strong leadership navigate uncertainty better and capture more market share during tough times. Why? Because effective leaders create clarity in the chaos. They don’t just manage—they lead change with purpose. If we want to strengthen our teams, our organizations, and even our communities, we have to prioritize leadership development. Not later—now. Because when leadership improves, so does everything else. That’s not just theory. That’s proven strategy. Click here to view the document: Better Leader = Better Bottom Lines and see why investing in leadership pays off. Let’s build leaders who build better futures.
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