We’ve all heard this popular adage: “Employees don’t leave jobs, they leave managers.” And it’s true! Fear- and power-based leadership doesn’t motivate people for the long term. Having employees dread interactions with their manager is hardly the model of a healthy manager-employee dynamic either. Amid the war for talent and The Great Resignation, a traditional boss leadership style will only chase employees away and hinder recruiting efforts as word-of-mouth spreads among prospective job candidates.
On the other hand, human leadership offers companies compelling long-term benefits:
- Boosts employee morale, as they feel celebrated, appreciated and respected
- Better motivates employees, beyond money or other tangible rewards
- Increases employee wellness and productivity
- Strengthens manager-employee relationships
- Models the right behaviors from the top down and better trains the next generation of leaders.
- Improves employee retention
So, what has driven this evolution in the predominant management style?
The COVID-19 pandemic, a global humanitarian crisis, changed the workplace and employees forever. How?
- Employees, now accustomed to working remotely or on hybrid schedules, expect greater flexibility and autonomy over their work and their workday.
- In some cases, remote work led to employee burnout or people experienced challenging personal circumstances related to the pandemic. Now, employees prioritize their wellness, mental health and loved ones. Generally, our culture is more averse to a business-first, people-second mindset.
- During the pandemic, managers and team members alike gained a greater awareness of and respect for colleagues’ personal lives and responsibilities. We even got to see glimpses into colleagues’ home lives via video meetings. As a result, it’s commonplace for employees to bring their whole selves to work, discuss their personal lives and have more casual interactions.
Additionally, a generational shift is underway. Baby Boomers, generally the holders of more traditional leadership styles, are aging out of the workforce. Millennials are entering management and Generation Z is entering the workforce.
In the not-too-distant future, these younger generations will dominate the workforce. They have much different needs and expectations for their workplace. Part of this involves wanting less formal, more supportive and interactive relationships with their managers. Companies that want to keep pace and be competitive must adapt to evolving employee preferences.