No doubt, one of the most challenging aspects of leading a business is the people factor. Boss, peer, and employee relationships can be challenging sometimes, even for the most seasoned professional. This is definitely where seemingly “soft” is truly “hard.”

I recall a very seasoned sales executive telling me, “I can sell ‘XYZ Corp.’ to anyone. But when it comes to dealing with people issues, I need help.” I respect that honesty.

People Issues are Business Issues.

As a leader, you’re actually being paid to get the most out of your employees.

Gallup’s 2024 State of the Global Workplace report shows only 23% of employees are engaged. 62% are “not engaged” and 15% are “actively disengaged.” Where do you think your employees are in these stats? What might be the impact of productivity in your group?

People aren’t robots. We’re a complex mix of intellect and emotions. (Think needs.) When basic workplace needs are met, productivity is likely to be high. But if the boss isn’t fully paying attention, or worse yet, ignoring real needs, then productivity suffers along with the individual. And this loss of productivity is a huge business issue.

What Leadership Behaviors Increase Employee Productivity?

Actually, meeting basic employee needs isn’t that hard. But it does require constant focus. As a leader, here are some questions to ask yourself when it comes to your employees:

• Clarity Delivered: Are you providing total clarity about what they need to do and why? Are your expectations very clear?
• A Platform to Hear Created: Are employees being heard by you? Are you providing regular places and times where they can communicate any issues or concerns? (FYI, I’m increasingly surprised at how many leaders do not have regularly scheduled meetings with their directs.)
• Resources Provided: Are you providing them with the right resources to get their job done?
• Obstacles Removed: Are you helping to remove obstacles that could be hindering them?
• Poor Performance Addressed: Are you holding people accountable who work around these employees? (You would be shocked at the amount of time wasted on conversations about poor performers and the bosses who don’t address them.)
• Accountability in Play: Good employees want to be held accountable. Do your employees know where they stand with you at all times?

When any one of these is missing, productivity goes down. These are definite, legitimate needs that good employees expect. There’s nothing unreasonable here. It’s really just about being human – productive humans!