If you’re a leader today, your role goes far beyond managing tasks—it’s about people. How leaders support employees has become a strategic priority in a changing workforce. The best leaders give more than they receive, not out of obligation, but because it works. Here’s why—and how to start.
Why Leaders Must Give More Than They Receive
As a Leader – you are on a professional Journey.
You deliberately separated from the pack such that others empower and trust you to lead, guide, direct and/or organize their activities.
As a leader, it is your responsibility to facilitate the development of your employees. You must foster, nurture and support each employee’s unique goals, dreams and aspirations.
This is not an idealistic or altruistic aspect of your job description. It is actually quite strategic! There are tangible business reasons to proactively support and nurture the Deliberate Journeys of employees. The joy and satisfaction you get in the process is a bonus.
Now let’s break down exactly why this matters so much:
1. It’s a Strategic Advantage
The War for Talent is real. Research supports that attracting and retaining top talent is a huge strategic differentiator. People make (or break) your company. As a Leader, you must do your part to develop and retain A-players. In case you didn’t notice – A-players don’t stick around if they feel ignored, taken advantage of, or stuck in a rut.
2. It Reflects the Modern Workforce
The New Normal: Gone are the days when employees start and end a career in the same company. Employees (including you and I) are more “self-serving” than the last generation. This isn’t necessarily a bad thing—but it does mean that people expect more from their jobs than just a paycheck. They want fulfillment, satisfaction, security, and opportunity.
And they look to you, their leader, to provide it.
3. It’s the Right Thing to Do
Let’s be real: most of us want a boss who cares about us and our journey. Show me you’re invested in my goals, and I’ll go the extra mile for you.
Stories of organizational greatness often involve circumstances where a Leader has won the hearts and minds of their people. That kind of loyalty is rarely a one-way street.
How Leaders Can Support Employees: 3 Proven Strategies
Have I sold you yet? Do you agree it is your job to support and nurture the Deliberate Journey of your employees? I hope so.
Now that you understand why giving matters, let’s move into how to do it effectively.
Conduct “Stay Interviews”
Many Leaders (or organizations) conduct exit interviews, candid debriefs with a departing employee to learn more about their experience and what led them to leave.
But what if you talked to people before they decided to leave?
Stay interviews are just that. Open the conversation while they’re still invested. Talk candidly about what makes them stay. Ask:
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What are your goals, dreams, or desires?
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Where do you see your career going?
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How can I help you get there?
These conversations create connection, trust, and growth.
Become a Dream Manager
Matthew Kelly’s book The Dream Manager is an incredible resource. Written as a parable, it shows the power of helping employee dreams come true.
Here’s the big question:
Do you know the personal or professional dreams of your employees?
Do you know why they come to work every day and what kind of life they’re trying to build?
If so, talk about it. If not, ask.
Discuss how you can help make those dreams real. It’s not only powerful, it’s energizing.
Create Career Paths
Can you tell me the next two career moves each of your employees would like to make?
Do you know what opportunities exist within your organization to support that growth?
This is where your internal network becomes a powerful tool. Build relationships with HR. Know what’s available and possible. Use your influence to get your people seen and supported.
When you advocate for employee growth, even if it means moving up and out of your department, you become the kind of leader people want to follow.
Your Next Step as a Leader
Giving is at the heart of leading. As busy as you are, don’t neglect this accountability. Create the white space needed to connect, support, learn, and facilitate. Whatever you give is returned in spades.
Take it Home
Start small. Schedule just one “stay interview” per week. Ask the questions. Learn your team’s aspirations. Open the door. Join their Journey.
Your team—and your organization—will be better for it.
Ready to take the next step as a talent-driven leader?
If you want to support your people with more clarity and impact, start with The Locator Report. It’s a powerful diagnostic tool that helps you identify where your employees are thriving and where they need more from you.
Because the best leaders don’t guess. They know.
