Stop Whining & Start Winning: Why Leadership (Not Complaints) Will Make or Break Your Career
If I had a dollar for every time a hiring manager complained about ‘entitled’ employees, I’d be on a yacht right now, sipping something expensive. But instead, I’m here to tell you why leadership—not whining—is the real game-changer.
Ask any hiring manager in construction or property what’s frustrating them, and chances are they’ll tell you: “Everyone wants a promotion and a pay rise, but no one’s actually earned it.” The next generation of workers—junior to intermediate professionals—are being branded as entitled, lacking resilience, and unaware of their actual competence levels.
- ❌ “They expect a salary bump just for showing up!”
- ❌ “They don’t handle feedback well!”
- ❌ “They job-hop when things get tough instead of learning to improve!”
But here’s the thing—complaining doesn’t solve the problem. Employers can’t change an entire generation’s work habits, but they can build better leaders who inspire, develop, and retain top talent. Instead of getting caught up in the why of the issue, it’s time to focus on the how—how to lead, coach, and maximize the people already on your team.
On the flip side, if you’re an employee who’s frustrated with your manager, your workload, or your lack of career progression, quitting isn’t always the answer. Instead of blaming bad leadership, learn how to manage upwards. If you can master the soft skills that make your manager’s life easier, you’ll stand out, get better opportunities, and accelerate your career faster than those who just complain.
So, let’s cut through the noise and look at real solutions—how employers can develop better leaders and how employees can manage up for career success.
For Employers: Stop Moaning, Start Leading
If your leadership training consists of throwing a new manager into the deep end and hoping they swim, don’t be surprised when they sink—and take half the team with them.
If you’re frustrated with the attitude of younger professionals, you have two options:
If your leadership training consists of throwing a new manager into the deep end and hoping they swim, don’t be surprised when they sink—and take half the team with them.
If you’re frustrated with the attitude of younger professionals, you have two options:
- Keep complaining while losing your best people.
- Develop better leaders who can coach, challenge, and inspire talent to reach their potential.
Your team is your team. You can’t swap them out like a faulty power tool. But you can build leadership structures that drive engagement, accountability, and actual results.
How to Build Leadership That Gets Results
1. Make Leadership a Daily Practice, Not a Job Title
Just because someone’s been promoted to Project Manager doesn’t mean they know how to lead. Leadership isn’t about a job title—it’s about influencing, developing, and motivating teams. Train your leaders properly.
1. Make Leadership a Daily Practice, Not a Job Title
Just because someone’s been promoted to Project Manager doesn’t mean they know how to lead. Leadership isn’t about a job title—it’s about influencing, developing, and motivating teams. Train your leaders properly.
2. Coach, Don’t Just Critique
Too many managers spend their time pointing out mistakes without actually coaching their teams to improve. If someone isn’t performing at the level you want, ask: Have I actually invested time in developing them?
3. Define What ‘Promotion-Worthy’ Actually Means
If younger employees seem entitled to a promotion, maybe the expectations aren’t clear. Create structured career paths with measurable targets so people understand exactly what they need to do to advance.
4. Reward Growth, Not Just Time Served
Promotions shouldn’t be based on tenure; they should be based on capability and contribution. That requires active performance management—not just waiting for annual reviews to have tough conversations.
Bottom Line for Employers: Complaining won’t change mindsets, but better leadership will. Focus on creating a workplace where top performers thrive, expectations are clear, and leadership is proactive.
Four Ways to Identify Leadership Potential in Candidates
1. Look Beyond Experience—Assess Influence
Some of the best future leaders aren’t necessarily in leadership positions yet. Look for candidates who have influenced project outcomes, coached junior staff, or spearheaded initiatives beyond their job description.
1. Look Beyond Experience—Assess Influence
Some of the best future leaders aren’t necessarily in leadership positions yet. Look for candidates who have influenced project outcomes, coached junior staff, or spearheaded initiatives beyond their job description.
2. Check Their Emotional Intelligence (EQ)
Can they read the room? Handle conflict? Adapt their communication style? Great leaders don’t just instruct—they inspire and bring people along with them.
3. See How They Handle Adversity
Leadership isn’t about coasting when things are easy. It’s about how someone reacts when projects go sideways, deadlines tighten, or budgets get slashed.
4. Hire for Soft Skills, Not Just Technical Expertise
The best builders, project managers, or engineers aren’t necessarily the best leaders. A great leader must be able to communicate, motivate, and manage people—otherwise, they’re just another competent technician.
Top Tip: If you’re hiring, test these traits in interviews. Don’t just ask what they did—ask how they managed, persuaded, or navigated challenges with their team.
For Employees: Stop Blaming Bad Managers—Manage Up Instead
Hate your boss? Think you’re underpaid? Feel like your talents aren’t being recognized? Welcome to the club. But here’s a truth bomb—quitting doesn’t automatically solve these problems.
Your boss isn’t a mind reader. If they were, they’d be making millions in Vegas, not managing RFIs and contractor disputes. Speak up, show your value, and don’t assume good work alone will get you noticed.
Hate your boss? Think you’re underpaid? Feel like your talents aren’t being recognized? Welcome to the club. But here’s a truth bomb—quitting doesn’t automatically solve these problems.
Your boss isn’t a mind reader. If they were, they’d be making millions in Vegas, not managing RFIs and contractor disputes. Speak up, show your value, and don’t assume good work alone will get you noticed.
How to Manage Up (and Get Noticed for Promotion)
1. Understand your manager’s goals & pressures so you can add value in ways that make you indispensable. 2. Be the person who solves problems (not just identifies them). Show initiative with solutions. 3. Adapt to your boss’s communication style—don’t expect them to adjust to you. 4. Showcase your value—track your wins and confidently ask for the next step.
1. Understand your manager’s goals & pressures so you can add value in ways that make you indispensable. 2. Be the person who solves problems (not just identifies them). Show initiative with solutions. 3. Adapt to your boss’s communication style—don’t expect them to adjust to you. 4. Showcase your value—track your wins and confidently ask for the next step.
Why This Matters: Leadership is The Key to Retention & Career Growth
For employers:
✅ Higher employee engagement & retention ✅ Stronger project teams & decision-making ✅ A pipeline of internal talent ready for bigger roles
For employees:
✅ Faster career progression & salary growth ✅ A stronger personal reputation in the industry ✅ Less frustration with poor management
For employers:
✅ Higher employee engagement & retention ✅ Stronger project teams & decision-making ✅ A pipeline of internal talent ready for bigger roles
For employees:
✅ Faster career progression & salary growth ✅ A stronger personal reputation in the industry ✅ Less frustration with poor management
At the end of the day, the best workplaces are built on leadership at all levels. Employers need to focus on developing leaders instead of waiting for the perfect workforce, and employees need to build leadership skills instead of waiting for the perfect boss.
Final Thought: Whether you’re looking to hire leaders or become one, our team is here to help—no entitlement required.