Just as many in the modern workforce, particularly Generation Z, exhibit entitlement and an unwillingness to go beyond the bare minimum, should employers continue to go above and beyond for their staff? This question, deeply layered with emotion and frustration, was recently posed by a school owner who has spent years leading with kindness, fairness, and generosity, only to find herself met with ingratitude and ever-increasing demands.
The Dilemma of Generosity vs. Entitlement
The belief that leading with kindness fosters loyalty and appreciation is a noble one. However, the reality is that many employees see generosity not as a privilege but as a right. When people stop recognizing the effort behind a gift and begin to demand more, leadership must shift from unconditional giving to balanced stewardship.
Balancing Generosity with Stewardship
A leader’s role is not only to give but to give wisely. The concept of “not casting pearls before swine” (Matthew 7:6) is not about withholding good deeds but about recognizing when resources—time, effort, kindness—are being wasted on those who do not appreciate them. Even Christ, in His ministry, did not force His gifts upon those who rejected Him.
Leadership requires both love and discipline. Being generous does not mean enabling entitlement. It means giving in a way that encourages growth, accountability, and mutual respect.
Practical Adjustments for Leadership
1. Shift from Unconditional Giving to Performance-Based Rewards
Instead of providing accommodation or gifts freely, tie them to performance and commitment. This ensures that generosity is earned and not expected as a right.
Example: Instead of gifting a bag of rice outright, make it an end-of-year performance reward. Employees receive what is commensurate with their individual contributions.
2. Teach Gratitude by Modeling Boundaries
If employees refuse to acknowledge kindness, let natural consequences take their course. Appreciation is a learned behavior, and if it is not shown, adjust your generosity accordingly—not out of spite, but to maintain balance.
Example: If a staff member complains about their accommodation, they are free to find alternative housing. If someone does not appreciate a gift, they need not receive another.
3. Create a Culture of Mutual Respect
Leadership thrives on mutual respect. Foster an environment where both leaders and employees value each other’s contributions.
Example: Introduce a "Gratitude Initiative" where employees recognize and appreciate their colleagues and leadership in meaningful ways.
4. Set Clear Professional Expectations
If employees tend to do the bare minimum, the job structure should reward effort and penalize complacency. Implement clear job descriptions, KPIs, and structured feedback mechanisms.
Example: Employees who do not go the extra mile should not expect extra benefits. Keep expectations clear and fair.
The Lesson in Giving Wisely
The lesson here is not simply to "keep giving blindly," but to learn how to give with discernment. Just as a gardener prunes unproductive branches to help a tree bear better fruit, leaders must channel their generosity where it will have the most impact.
Yes, be a leading light. But also be a steward. Give, but give with wisdom. Those who value your kindness will thrive, and those who do not will remove themselves. And that is exactly how it should be.
Olusola Adeyegbe
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#Leadership #WorkplaceCulture #WisdomInGiving
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