What Employees Really Want: The Five Drivers of a High-Performing Team

If you ask most leaders what employees want, the answers tend to focus on the basics: good pay, a stable job, and fair benefits. While those are important, they aren't the real differentiators between a team that simply shows up to collect a paycheck and a team that shows up engaged.

Here are the five things employees consistently say they want, and how leaders can deliver them in practical ways.

1. Clarity: "Tell me what success looks like."

Unclear expectations are one of the biggest sources of disengagement. People want to know:

• What you expect

• How success is measured

• How their work ties in to the bigger picture

When people have clarity, they move faster, make better decisions and feel more confident in their roles.

Leader tip: Set goals early, revisit them often, and make sure everyone understands how their work contributes to the organizations priorities.

2. Growth: "Help me be better at what I do."

Employees want to develop. Not everyone wants a promotion, but they do want progress.

Growth can look like:

• Stretch assignments

• Learning opportunities

• Coaching and feedback

• Exposure to different areas of the business

When people feel they are advancing, even in small ways, they stay engaged and committed.

Leader tip: Have regular development conversations...once a year is not enough! Consider a personalized growth plan for each employee to help them achieve their goals.

3. Recognition: "See me. Appreciate me."

Recognition doesn't need to be elaborate. It should be specific, timely, and genuine. Employees want to know that their work matters.

The most effective recognition connects effort to impact:

"Thank you- your attention to detail on that client issue prevented a major delay"

Leader tip: Make recognition a habit, not an event.

4. Support: "Have my back."

Support shows up through:

• Psychological safety

• Fair treatment

• Clear processes

• Realistic workload

• Leaders who remove barriers, not create them

Employees want to know they're not alone. When leaders show up consistently and with empathy and they follow-through on commitments, employees feel secure and performance is elevated.

Leader tip: Be accessible, be consistent, and do what you say you're going to do.

5. Purpose: "Let me contribute to something that matters."

People stay where they feel:

• Connected to the mission

• Valued for their strengths

• Able to make a difference

Leader tip: Regularly connect the dots between daily work and the organization's mission, values, and impact.

The Bottom Line: Engagement Isn't Complicated

Most engagement issues aren't solved with perks or recognition programs. It's about meeting core human needs. Address these five needs consistently and you'll unlock a culture people are proud to be a part of.