When Leaders Fail to Meet Employee Expectations: Impact and Solutions

“I’ve failed as a leader. I know that I’m failing my team and I’m reaching out to you for help.”

With tears in her big, blue eyes, she kept repeating this statement. I sat there listening intently and wondering how many other leaders are brave enough to voice their concern in a place of trust and safety. It takes both self-awareness and courage to admit that you’re not meeting the expectations of your team, to admit that you’ve indeed failed them, and to ask for assistance.

When leaders fail to meet employee expectations, the consequences can be profound and far-reaching. Understanding these impacts and implementing effective solutions is crucial for turning the tide and fostering a healthy, thriving organizational culture.

In my years of working with leaders in various sectors, I can’t recall a single instance when a leader admitted that they were not living up to the expectations of those they serve. In fact, it’s been quite the contrast. Leaders who believe they are exceptional in their ability to rally the troops, deliver results, and move the organization forward. The results and the numbers show differently. When confronted with the results of employee feedback tools such as surveys, 360s, or listening sessions, some make excuses for the feedback received. Who’s to blame? Circumstances beyond their control. Employees who are never happy. The past leader who didn’t manage. The lack of resources. Changing times. Lack of rewards offered by the company. The list can go on and on as to why these leaders are failing to meet the expectations of their team. Rarely, is the leader held accountable for improving morale.

I used to wonder if I had unrealistic expectations for leaders. Was I expecting my leaders to be perfect? Was I too hard on them? Was I allowing my research and studies on leadership to cloud my judgment? Why was I seeing more leaders with opportunities than leaders who were showing the way? I found that I was in love with leadership and the possibilities that could exist when leaders were highly influential, effective, and impactful. I also experienced the devastation that can occur when leadership fails to meet our expectations. It feels as if you’re in an unhealthy, unloving relationship where you’re expected to give everything of yourself, to sacrifice what you desire, what you need for someone else. It feels as if the person wants to suck the life out of you and give little to nothing in return. It eats at you and can consume you if you’re not careful.

Who suffers? Everyone.

The Impact of Failing to Meet Employee Expectations

Erosion of Trust - In my case, I suffered. I found myself holding back the best parts of me. It felt like a slow death in some way. Boundaries needed to be established. I could no longer offer the best parts of me to someone who couldn’t appreciate what I offered – someone I wanted to trust but couldn’t. Trust is the foundation of any successful team. When leaders do not meet expectations, trust is eroded, leading to a toxic work environment where collaboration and communication suffer. Relationships – even employer/employee relationships are at their best when both parties are presenting their very best and working together to make the relationship work. If one person is not holding up their end of the relationship, it will eventually deteriorate.

Personal Relationships - My family and friends were impacted as I didn’t have the energy to participate in the things that once brought me joy. I was too busy thinking of a way out of my situation to give them the time and attention they deserved.

Reduced Productivity - A disengaged workforce is a less productive one. The Harvard Business Review found that disengaged employees cost U.S. companies up to $550 billion annually in lost productivity. The organization suffered as I became burnt out no longer fulfilled by the thing that used to light me up. The creativity, innovation, complex problem-solving, transformation, and revenue generation I’d been known to deliver was still in flight, but to a lesser degree. The leader as taker had taken all I had to give and would take more if I allowed. What’s unfortunate is the customer and community would be impacted as well.

Increased Turnover - What’s the appropriate course of action when a leader fails to meet your expectations? What should you do until a change in leadership or company materializes? Leaving the organization wasn’t what I wanted by any stretch of the imagination, but after communicating my needs and expectations what other possibilities existed while working through concerns as HR wasn’t an option? Research indicates employees are more likely to leave an organization where leadership fails to meet their expectations. According to the Work Institute, nearly one-third of employees leave their jobs due to dissatisfaction with management. We’ve heard this and we know this. What are we going to do about it?

Decreased Morale and Engagement: When leaders fall short of expectations, it often leads to a significant drop in employee morale and engagement. Gallup reports that only 15% of employees worldwide are engaged in their work, with poor leadership being a key factor. In my observations, weak, ineffective, and incompetent leaders place a significant strain on employees.

These factors tax the organization at a rate that is unsustainable, leading to a downward spiral of decreased performance, increased costs, and ultimately, a compromised competitive position.

Understanding these impacts and implementing effective solutions is crucial for turning the tide and fostering a thriving organizational culture.

Proposed Solutions

1.      Be in Service to Others: See yourself as a person there to serve. Leadership is about serving your team, understanding their needs, and helping them achieve their best. Ask yourself, "How can I serve my team better?" “What is it they need from me?”

2.      Foster Healthy Dialogue: Be open to asking employees what they need from you to do their very best. Enable feedback mechanisms that support employees in sharing their concerns and suggestions without fear of reprisal. Regularly engage in one-on-one meetings, team discussions, and anonymous surveys to gather honest feedback. Do yourself a favor and refrain from seeking who provided the feedback. Remember, you’re not perfect, so eliminate defenses and don’t take what’s being shared personally.

3.      Remember Your Role is to Deliver Results: As a leader, you’re responsible for getting results with the assistance of others. Focus on aligning your team’s efforts with organizational goals and providing clear direction and support to achieve those goals. This may mean that you need to remove barriers, develop relationships, increase your influence, improve your negotiation skills, and take risks.

4.      Take Ownership: Take full responsibility for your actions and decisions as well as those of your team. Be quick to apologize when you’ve fallen short. When you fail to deliver and there are times when you will, admit your shortcoming, make the correction, learn from the experience, share with the team, and keep going.

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Summary

Failing to meet employee expectations can erode trust, reduce productivity, and increase turnover. However, by adopting a servant leadership mindset, fostering healthy dialogue, and taking ownership, leaders can transform their teams and organizations.

The leader who openly admitted her failures to me showed immense bravery and self-awareness. Her willingness to seek help marked the beginning of a transformative journey towards leadership excellence. As forward-thinking, open-minded leaders, your ability to meet and exceed employee expectations is crucial for fostering a positive and productive work environment. Addressing leadership shortcomings not only enhances your effectiveness but also drives better organizational outcomes, including increased employee engagement, reduced turnover, and improved productivity. By acknowledging where you fall short and actively working to exceed employee expectations, you too can unlock your full potential as a leader and influence your team to achieve greatness.

What challenges have you faced in meeting employee expectations? How did you overcome them? Share your story and insights in the comments, and let’s create a dialogue about effective leadership.