Bosses – Listen Up. These Are the Four Questions Employees Wish You Pay More Attention to


You run your own company.

It’s a remarkable achievement others may never accomplish in this lifetime. People compliment you, envy you – wish they were you.  But how many know your struggles?

Every day you aim to be better. Your only competitor is YOU.

Being a boss does have its perks but it’s a road filled with constant challenges.

What perks?

You don’t work for anyone. You work with other bosses.

You have freedom and flexibility.

You never stop learning.

You’re building your dream.

You’re living it.


You’re your own toughest boss.

You have stakeholders and investors to answer to.

Handling employee conflict and management.

Cash flow.

You need to succeed.

Not everyone possess the willpower and capability to be a boss. The people who make the most mistakes are probably bosses like you. Employees are either fond or hostile towards you. How do you know if you’re a good boss and, more importantly, a good leader?

The best bosses are leaders by heart. They’re driven to lead, inspire, teach, and change the world.

The reason behind a company’s success is its employees. Click To Tweet

And extraordinary bosses acknowledged this fact.

Employees are your company’s best asset. A great boss empowers the team forward with shared values and goals. Employees enable companies to operate smoothly daily and they’re a key factor to customer success.

As a boss, you need to ensure employee satisfaction levels are high and they have no issue in delivering their duties. And if they do – what type of mentorship can you provide?

This is where you – the boss – steps in and identity employees’ strengths and weaknesses to ensure they’re involve in company discussions and are actively engage in their roles.

Believe it or not – most employees wish employers pay more attention to these four questions so they can contribute effectively and feel comfortable in their roles in the company. As an employer, you should be clear of the following:

  • What do my employees need to accomplish?

What are their goals? Do they have everything they need to accomplish their assigned tasks? Are they aware of what they’re supposed to do? If not, how can I help them? What’s my role in discovering the best methods for them to deliver their tasks?  

Most employees have doubts or enquiries about assigned tasks. We hardly get it right the first time. And if bosses were to clarify employees’ doubts and be the one to initiate this act – this can make a huge difference. It may seem insignificant but this small act can result in time saved, improved efficiency, and depict great teamwork. It ensures everyone on the team is clear on the objective and can immediately focus on working on their task. 

Start encouraging employees to ask questions. Test them to ensure they’re clear. Make each discussion or meeting count. Don’t underestimate what one or two ignorant people can do to the company. Make them understand the importance of clarifying their doubts so that the company can progress forward together. 

  • Why are my employees doing what they’re doing?

What is the main purpose of your employees’ job responsibilities? You may know the answers – but do they?

How motivated and goal-oriented are they? Can you tell or are you second-guessing right now?

Empathise. Put yourself in the shoes of employees occasionally. Will you be driven if you lack direction and purpose in your work? No. Have frequent check-ins with the team and each individual and find out how they’re doing. You’ll be surprised at what they might say. Don’t restrict yourself to only professional conversations. Showing interest in an employee’s life is a great way to establish a closer employer-employee relationship. 

Make them feel important by involving them in relevant company projects that can showcase their skills and talent. Let them understand what the company can achieve with their contributions by giving them opportunities to participate and collaborate with other teams. 

  • How well must my employees do it?

Everyone performance varies under different circumstances. Some people work better in teams, while others alone with minimal supervision.

As bosses, you want employees to deliver more than what’s expected and do their best in each task. We all hate excuses. Employees should possess a can-do attitude and treat every task no matter how insignificant you think it is – equally important. Bosses should motivate and set an example of how they want employees to perform by being the example.

Employees learn from their bosses.

Be a mentor employees want to follow and be led by your leadership and guidance. Click To Tweet

This way, you develop employees who have a strong sense of initiative who are driven to excel at their jobs.

  • How are my employees doing?

“Insanity: doing the same thing over and over again and expecting different results.” – Albert Einstein

Constant communication and constructive feedback is vital to employee retention, engagement, and satisfaction levels. Employees need to be reassured. We seek enlightenment and guidance from our bosses. While it’s important to be open in taking risks in what we do, having proper direction and goals to work towards allow us to stay in lane and remind us of what we need to focus on.

Employees who’re well-informed and involved about the company they work for are likely to have higher levels of employee engagement and stronger relationships and connections to the people and the company.

Employees are your people you want to value and invest in. They’re paramount in helping you achieve your goals and objectives. Help your employees to help your company. 

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