Does your push or pull technique increase direct reports’ satisfaction?
When you identify a job that your team must do, do you “push” or “pull” people in? These are two very different ways of achieving a goal, but managers and leaders must have the ability to integrate them. Sometimes it is necessary to use excessive force, mainly when pulling does not work. Pushing outlines a required job to a direct report, soliciting their suggestions on doing it best, and asking whether they are prepared to undertake it. On the other hand, Pulling entails explaining what this project may accomplish for the growth of the employee.
According to our study, 76% of leaders are more capable of pushing, while 22% have viewed them as more skilled at pulling. When push and pull are low, both direct reports’ confidence and satisfaction are poor. When both push and pull are strong, pleasure exceeds belief significantly. There have been calls for leaders to be less demanding and more empathic with their workforce. Your attempts to cultivate empathy should not compromise your capacity to use force when necessary.