Employees feel more committed to the organisation when there is clarity of purpose, they have a sense of competence and feel they are making a personal impact (and doing meaningful work). 'Quality relationships' are a key factor. Effective leadership and management of people is a clear differentiator of organisational performance and the most successful organisations recognise the importance in investing in building leadership capability.

Whilst senior managers set strategic direction, it is the immediate manager who has the most significant role in strengthening employee engagement and developing performance capability. Courses to develop staff are more effective when there is a clear understanding of key factors affecting people's motivation. Performance is strengthened when managers are consistent in their approach, and understand the key steps that encourage discretionary effort. New research (published in 2009) demonstrates the specific action and behaviour that, over time, builds trust at work.

Clients may start by evaluating key aspects of work climate (using employee attitude survey tools) or focus more directly on the capability of managers, e.g. with 360 degree feedback Competency Validation and Authentic Leadership programmes. Follow-up options might include employee relations courses to address issues affecting levels of trust, motivation and commitment.