What every staff member wants from their leader – Part 1

If there is high morale among staff then high productivity is more likely.

If there is high morale among staff, then high productivity is more likely.

If you want to know the temperature of your organization you need not look any farther then your staff.  They set the climate for all those involved.  They are the pacesetters, the producers and the directors of your organization.  Success or failure rests on their shoulders.

If there is a spirit of harmony and high morale among the staff then there is likely to be a high volume of productivity.  If there is tension among the staff, division in the ranks or a lack of trust from staff member to leader then productivity and morale will inevitably be low.

John D. Rockefeller, Jr. once said “I have long been profoundly convinced that in the very nature of things, employers and employees are partners, not enemies; that in the long run the success of each is dependent upon the success of the other.”  Knowing that your success as a leader is dependent on the success of your staff, here are some thoughts to help you understand what your staff wants from you.

1)  Your staff wants to be treated as leaders with high value and potential, not as “hired hands.”
The hired hand mentality is based on the premise of exchanging time for a paycheck, but if that is your mentality that is all you will get.  If you want a staff member who is loyal, committed and ready to win, you will need to treat them with value and respect.

2)  Your staff wants a commitment to “adult-adult”, open and mature communication.
Good communication is done with the heart as much as with the ears and mouth.  Communicate in such a way that expresses compassion and concern.  Refuse to be a dictator, who barks out commands expecting people to jump.  This intimidation produces shallow faithfulness to the leader and the organization.

3)  Your staff wants clear expectations.
Nothing is more frustrating for a staff member then unclear expectations.  They need to know what you expect from them or they will never know if they are hitting the mark.  Write out clear expectations and go over them together.  Review these expectations frequently, evaluating their progress along the way.

4)  Your staff wants to be rewarded for their work.
What gets rewarded – gets done.  It doesn’t always have to be money (though most of your staff wouldn’t complain) it might be something else.  It could be recognition publicly, affirmation privately or a few days off with pay.  Don’t be so “in the box” get creative and find out ways to reward your staff for any size job well done.

5)  Your staff wants training for personal and professional growth.
Whenever you make deposits into your staff members lives you will always reap a great reward.  It may cost time and money but it will be worth it.  Your staff will be better equipped to serve by your side and you will have displayed to them their value.  Invest in your staff, send them to seminars, buy them books, copy articles, do anything you can to resource the people of your staff.

Until Next Time,

Chris Sonksen


“People don’t want to be managed.  They want to be led.
Whoever heard of a world manager?”
– From an article published by : United Technologies Corporation


About Chris Sonksen

Chris Sonksen is the founder and Lead Pastor of South Hills Church and has an exceptional ability to inspire both secular and non-secular audiences. Under his leadership, South Hills has experienced phenomenal growth and in just a few short years has grown from a handful of people to nearly 3000 in attendance today. Today South Hills has become a thriving, multi-service and multi-site church. Chris has a magnetic, captivating and humorous style for motivating and inspiring all audiences. As a motivational speaker, he has spoken both nationally and internationally in companies such as Verizon, Securitas and Home Depot, and there is no doubt that by applying his teachings, his audience will improve the quality of their lives! Chris is the author of two books In Search of Higher Ground and Handshake. Chris is the founder of Celera Church Strategy Group an organization with an unwavering commitment to excellence in all things, with the goal to “raise the national average of church attendance,” by equipping church leaders with resources and coaching. Chris brings high-energy focus and a passion for vision and leadership to encourage and equip the local Church. Chris is a native Californian, born in Long Beach and currently resides in Corona with his wife, Laura and their two children, Grace and Aidan.

Posted on August 20, 2009, in Leadership, recognition, Relationships, Team and tagged , , , , , , , . Bookmark the permalink. Leave a comment.

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