An employee's need for leadership is an important part of the leader-follower relationship. More autonomous employees may respond poorly to leaders who provide a lot of structure and rigid processes, which can reduce the quality of the leader-follower relationship. Employees with a high need for leadership tend to have better relationships with leaders when their work environment is well structured, has clear responsibilities, and has little ambiguity. These followers often work best when they can perform within provided guidelines and when the leader sets a clear path forward with little need for deviation.