As a leader, it can be tempting to think that you know what your team members want. After all, you are the one in charge, and you may feel like you have a good grasp of what motivates and drives your employees. However, assuming that you know what your team members want can be a major mistake, and it can have significant downsides for both you and your team.
First and foremost, assuming that you know what your team members want can lead to a lack of communication and understanding. If you think you know what your employees want, you may not take the time to listen to their concerns and opinions, which can lead to misunderstandings and a breakdown in trust. Your team members may feel like you don’t value their input, and they may become disengaged and unproductive as a result.
Assuming that you know what your team members want can also lead to poor decision-making. If you make assumptions about what motivates your employees without taking the time to verify those assumptions, you may end up implementing policies and procedures that are not effective or that actually demotivate your team. For example, you may assume that your employees want more flexible work hours, when in fact they would prefer more structure and routine. If you implement a flexible work policy without first checking with your team members, you may end up creating more problems than you solve.
Another downside of assuming that you know what your team members want is that it can limit your own growth as a leader. If you are always assuming that you know what your employees want, you may not be open to new ideas or approaches that could improve your team’s performance. You may become complacent and stuck in your ways, which can be detrimental to your own career as well as your team’s success.