David Yeager argues that supporting young employees must balance support with standards. The ‘Protector Mindset’ lowers expectations but stunts personal growth; ‘Enforcer Mindset’ pressures without guidance.
Yeager's research shows that effectively motivating employees involves finding the right balance in support and setting standards, rather than simply adjusting one at the expense of the other.
The thought process behind the ‘Protector Mindset’ can lead to disengagement, as it implies a lack of belief in the employee's ability to overcome challenges.
Conversely, employing an ‘Enforcer Mindset’ can strain relationships and create resentment without effectively encouraging the employee to develop resilience or coping strategies.
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