How People-Pleasing Impacts Employee Advocacy

On the surface, pleasing people doesn’t sound like a bad thing at all, especially when those people are employees. After all, studies have shown that happy employees are more productive at work and often stay longer with companies. While everybody has dreams they aspire to, most want the immediate comfort and stability of a respectful workplace. In that context, pleasing employees is a no-brainer.

That said, people-pleasing is a double-edged sword. Some managers become too much of a people-pleaser, so much so they can no longer be objective. When issues arise at work that don’t satisfy everyone, some leaders may struggle to make the right choices.  Still, people-pleasing has limits, and it’s important to establish those internally as a workplace leader.

How Does People-Pleasing Affect Employee Advocacy?

Employee advocacy requires a leader who can encourage employees to share content about the company. As the face of the project, people will look to you as an example of how to share the brand with a wider audience. People-pleasing managers struggle to field effective employee advocacy campaigns because they face the following issues: 

Inconsistent Planning

People-pleasing managers struggle to make firm decisions, fearing it may upset some employees. While taking your team’s thoughts into account is good, the choice ultimately lands on you. Inconsistency can create confusion and frustration within the team, as employees receive mixed messages about expectations and priorities. 

Reluctant Employees

Managers who avoid conflict may fail to address poor performance or inappropriate behavior, which can lead to a perception of unfairness among the team. When standards are not consistently enforced, resentment builds among employees who feel that their hard work and adherence to policies are not being recognized or rewarded. 

Burnout

Managers who constantly strive to meet everyone's needs can quickly become overwhelmed, leading to burnout. Overextending yourself hampers your leadership potential. Sadly, the pressure to please everyone can also lead to resentment from the manager and the employees, further eroding trust and advocacy. 

Lack of Respect

Excessive people-pleasing can also erode respect for the manager. While being accommodating can initially build rapport, it can eventually cause employees to see the manager as weak or indecisive. This lack of respect undermines the manager's authority, making it difficult for them to lead effectively. 

Signs You’re a People–Pleaser

It’s crucial to know if you show the signs of being a people-pleaser in the workplace. These signs are often subtle, and you may not realize them until someone points them out.  By recognizing these signs early, you avoid several issues as the project reaches its conclusion. 

Sorry Machine

Apologizing frequently, even for things that aren't your fault, indicates a deep-seated desire to avoid conflict and maintain approval. Over time, excessive apologizing undermines your ability to make decisions for yourself, which makes it harder for others to take you seriously.  It’s crucial to cultivate your self-compassion and acknowledge that you aren’t always wrong.

Overly Agreeable

Constantly agreeing with others, even if you disagree with their opinions, shows a tendency to prioritize others' preferences over your own. This behavior often arises from a fear of rejection or conflict. Being too agreeable will inevitably lead to resentment and frustration as your thoughts and feelings become suppressed.   

Conflict-Averse

Steering clear of disagreements and confrontations to keep the peace is a hallmark of people-pleasing. While avoiding conflict might seem like a way to maintain harmony, it could also lead to unresolved issues. The longer you ignore a problem, the more likely it is to spread and grow into a more serious issue.  

Praise Seeker

Seeking validation and praise from others drives people-pleasing behavior. The desire to be liked and appreciated often leads to doing whatever it takes to earn positive feedback. This need for external validation becomes a vicious cycle, where your self-worth becomes increasingly tied to others' opinions, making it difficult to make independent decisions or take risks.

No Time For Yourself

Overcommitting to others' needs and requests leaves little time for self-care and personal priorities. You will burn out as you prioritize others' well-being over your own. Without the time to recharge, your effectiveness and enthusiasm at work and even personal relationships could take a nosedive. 

Lack of Boundaries

Struggling to set and enforce personal boundaries often results in taking on too many responsibilities. Too much work and worrying about how others are doing will leave you overwhelmed and stressed out. Establishing boundaries is essential for maintaining a healthy work-life balance.  

Final Thoughts

Ultimately, people-pleasing does more harm than good. When advocating for your brand, remember to have a clear vision and a direction that you can enforce. Respecting your team’s input is fine and dandy, but you call the shots.  Be confident in your vision for the brand, and people will follow accordingly.   Even so, remember to show empathy for your employees and value their voices.