Introduction: Beyond the Feedback Loop
Understanding what employees want from managers is one of the most important leadership skills today. Most managers already know that giving feedback is essential. You’ve read the books, attended the trainings, and worked hard to hold regular 1:1s. But despite your efforts, something still feels off—and your team can feel it too.
That’s because feedback alone isn’t enough.
To truly thrive, employees need more than performance reviews and coaching notes. What employees want from managers goes deeper: they want to feel seen, supported, and genuinely connected—to their work, their team, and their leaders. When those emotional and relational needs go unmet, even well-intentioned feedback can fall flat.
So, if you’re wondering what employees want from managers today, start by broadening your focus. It’s not just about giving input—it’s about building trust, offering recognition, and creating space for real connection.
In this post, we’ll explore:
- Why feedback often falls short on its own
- What employees want from managers—and how that’s shifting
- How to build trust and motivation without adding more to your calendar
- Simple, practical ways to show up consistently
- How Woliba helps managers deliver what matters, every day
Why Feedback Isn’t the Whole Picture
Feedback is important—but on its own, it’s transactional. “Here’s what I noticed. Here’s what to fix.” That may help performance, but it doesn’t build loyalty or psychological safety.
In fact, when feedback comes without trust or context, it can do more harm than good. It may feel critical, unclear, or one-sided—especially in remote or hybrid environments where informal conversations are limited.
According to McKinsey, employees are 4x more likely to be engaged when they feel their manager truly cares about them as a person. That means feedback needs to be part of a much bigger equation.
So, What Do Employees Actually Want From You?
While everyone has different needs and personalities, research and real-world experience show that most employees consistently want five core things from their managers—especially in today’s fast-moving, high-stress work environment. These aren’t perks or bonuses. They’re essentials for trust, engagement, and long-term success.
Let’s break them down:
1. Clarity
Before you give feedback, set the stage: employees need clarity. What exactly is expected of them? What does good look like? How does their role support team goals or larger business objectives?
Without clear expectations, people spend more time second-guessing than executing. And when goals keep shifting or aren’t clearly communicated, it creates anxiety, disengagement, and missed opportunities. On the flip side, clarity creates calm. It builds confidence, empowers autonomy, and helps people focus on what matters most.
Tip: Begin every 1:1 with a brief recap of goals or current priorities. Use shared docs, dashboards, or project tools to ensure expectations stay visible—not just verbal.
2. Recognition
Everyone wants to feel like their efforts matter—and recognition is one of the most powerful ways to build that sense of meaning. But here’s the catch: it needs to be specific, timely, and authentic.
It’s not just about saying “good job.” It’s about acknowledging real contributions and tying them back to impact or values. Did someone take initiative, show empathy to a teammate, or step up during a crunch? Say so, and say why it mattered.
This kind of recognition energizes teams, reinforces positive behavior, and strengthens the relationship between manager and employee.
Tip: Look for everyday wins. Don’t wait for big launches or quarterly results—celebrate the moments that often go unnoticed but make a real difference.
3. Support for Growth
Feedback helps people understand how they’re doing now—but support for growth shows you care about where they’re going. And that’s what fuels long-term motivation and retention.
Growth doesn’t always mean a promotion. It might be learning a new skill, leading a project, mentoring a peer, or simply gaining visibility in another part of the organization. What matters is that you’re showing interest in their development and actively supporting their next step.
Tip: Ask questions like, “What’s something you’re curious about?” or “Is there a stretch opportunity you’d be excited to try?” Then look for ways to connect that interest to real work.
4. Consistency
Even the best intentions fall flat when they’re inconsistent. Inconsistent managers create uncertainty, and that uncertainty erodes trust.
Some weeks, you check in. Other weeks, you’re buried in meetings. Some employees get feedback and praise; others are left in the dark. Over time, this creates confusion, perceived favoritism, and disengagement.
Consistency builds psychological safety. When employees know what to expect—regular check-ins, follow-through on commitments, a steady cadence of communication—they feel more secure, focused, and engaged.
Tip: Build structure into your leadership. Use recurring calendar invites, shared 1:1 templates, or tools like Woliba to automate reminders and reduce mental load.
5. Human Connection
More than anything, employees want to be treated like human beings, not headcount. They want to feel seen for who they are—not just what they produce.
This doesn’t mean you need to dive into personal lives or become a therapist. It means acknowledging the person behind the role. Asking how they’re really doing. Noticing when they’re off. Offering flexibility or compassion when needed. These small moments build deep loyalty and trust.
Tip: Start your team meetings or 1:1s with a human moment. Try asking:
- “What’s something outside of work that brought you joy this week?”
- “Is there anything on your mind that might impact how you show up today?”
These micro-check-ins go a long way in reinforcing that you care.
Bottom Line
What employees want from managers isn’t rocket science—but it does take intention. They want clarity, recognition, growth, consistency, and connection. When those five needs are met, performance follows. Engagement deepens. Trust grows.
And the best part? You don’t need more time—just the right habits and support.
Why This Matters More Than Ever
In an era of remote work, burnout, and constant change, employees are re-evaluating what they expect from work—and from their leaders. They don’t just want management. They want mentorship, empathy, and presence.
When managers meet those needs, the impact is huge:
- Engagement and retention rise
- Collaboration improves
- Innovation increases
- Trust deepens across the organization
And importantly, employees are more likely to give feedback and act on it—because they know it comes from someone who has their back.
How Woliba Helps Managers Deliver What Matters
Woliba takes the guesswork out of being a people-first manager. With tools built to support consistency, recognition, and whole-person leadership, Woliba helps you:
- Send automated check-in prompts during 1:1s to surface what your team actually needs
- Celebrate wins and milestones with smart, timely recognition workflows
- Encourage growth through learning challenges and wellness initiatives
- Track team sentiment and spot opportunities to engage before issues arise
- Build culture and trust—without adding more meetings or mental load
With Woliba, you don’t have to remember everything. You just have to show up—and we help you do it well.
Final Thoughts: Feedback Is a Tool—Not the Whole Toolbox
Feedback is important—but it’s only one piece of the leadership puzzle. If you want to build real engagement and trust, your employees need more than input. They need clarity, consistency, recognition, support, and connection.
Fortunately, you don’t have to figure it all out alone.
Woliba helps you lead with intention, even on your busiest days.
Because when employees feel truly supported, they don’t just perform better—they stay longer, contribute more, and thrive.
Ready to give your team what they actually need?
Visit woliba.io to explore how we support managers in building stronger, more connected teams—one moment at a time.
