People Perform Better When They Feel Valued
In many organisations, performance expectations are clear but appreciation is often overlooked. Leaders focus on targets, deadlines, and outcomes, assuming motivation will follow naturally.
However, research and real workplace experience consistently show that people perform best when they feel valued.
Feeling valued goes beyond salary and benefits. It is about recognition, respect, and trust.
What Does It Mean to Value Employees?
- Acknowledging effort, not just results
- Listening to ideas and concerns
- Providing growth opportunities
- Showing trust and respect in daily interactions
Why Authority Alone Is Not Enough
- Low engagement and motivation
- Minimal initiative from team members
- Resistance to change
- Communication breakdowns
Influence Creates Willing Followership
- Communicate with clarity and empathy
- Listen and respond thoughtfully
- Lead by example
- Build trust through consistency
- Take ownership
- Collaborate openly
- Support organisational goal
Organisations Need Both Authority and Influence
Effective leadership does not reject authority it balances it with influence.
Authority provides structure and direction.
Influence provides engagement and commitment.
When leaders develop both, organisations experience stronger alignment, healthier culture, and better performance.
RWCT’s Perspective on Leadership Development
At RWCT, leadership development focuses on strengthening influence alongside authority. Our programmes help leaders build the mindset, communication skills, and behaviours needed to lead people not just manage tasks.
Because organisations grow when leaders inspire trust and commitment.
