Managers often say the trait they value most in an employee is reliability. Not brilliance. Not charisma. Reliability. First in attendance, then in performance. On the surface, that sounds like a low bar — yet it’s the one most often missed.
Poor attendance remains a leading cause of employee discipline and termination, far ahead of performance issues. And both are far more preventable than most leaders realize. The key is simple: make work feel less like… work.
Supporting good attendance ⏰
- A leader who brings genuine enthusiasm to the workplace sets the tone. A simple “hello” at the start of a shift, “goodbye” at the end, and “thank you” throughout the day builds connection.
- A leader who stays engaged with their team inspires the same in return. A quick pre‑shift briefing, a thoughtful end‑of‑day debrief, and a preview of tomorrow’s priorities help employees feel anchored and informed.
- These small, consistent behaviors create a sense of belonging — and people show up for places where they feel they matter.
Promoting strong performance 🚀
- Effective leaders cultivate a team mindset where everyone understands their role in achieving shared goals.
- They invest in training — explaining not just what to do, but why it matters, and demonstrating how to do it well.
- They coach continuously, offering guidance, encouragement, and feedback that helps employees grow.
Modeling the right behaviors 🌟
- Saying what they mean — and meaning what they say
- Following through on commitments
- Showing optimism, flexibility, and resilience
- Acting with integrity
- Supporting others generously
When leaders embody these traits, reliability becomes part of the culture. Employees feel valued, supported, and motivated — and leaders recognize and reward that reliability in return.
Create a culture where reliability isn’t demanded — it’s inspired today.
Paul Theroux (born 1941): American novelist and travel writer who has written numerous books, some of which have been adapted as feature films and a television series.

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