Hiring the right people is only the first step in building a successful business. The real challenge—and opportunity—comes in what happens after they join the team. The best employees don’t just want a job; they want a workplace where they feel valued, challenged, and inspired to grow.
At LRE and Companies, I’ve seen firsthand that when you invest in your people, they invest back in the company. But that requires intentional leadership. It’s not just about managing—it’s about creating an environment where people want to stay, contribute, and thrive.
1. Set Clear Expectations and Follow Through
One of the fastest ways to lose a great employee is a lack of clarity. People want to know what’s expected of them and how their success will be measured. If expectations aren’t clear from the beginning, it leads to frustration and disengagement.
I make it a priority to outline specific goals, responsibilities, and performance metrics upfront. But setting expectations isn’t enough—following through is just as important. That means providing feedback, acknowledging wins, and addressing issues before they become major problems.
2. Create a Culture of Accountability and Trust
The best teams operate on a foundation of trust. Employees need to feel confident that their contributions matter and that they can rely on their leaders to be fair and transparent.
For me, accountability starts at the top. If I expect my team to take ownership of their work, I have to model that behavior myself. That means admitting when I make mistakes, being open to feedback, and ensuring that everyone—regardless of their role—feels heard and respected.
A strong culture of accountability also means empowering employees. Micromanaging stifles creativity and motivation, while trust allows people to take initiative and solve problems on their own.
3. Encourage Growth and Development
Top talent doesn’t just want to do the same thing day in and day out—they want opportunities to grow. If employees don’t see a future for themselves at a company, they’ll start looking elsewhere.
At LRE and Companies, I focus on professional development by:
- Providing mentorship and opportunities to learn from experienced team members.
- Encouraging employees to take on new challenges and expand their skill sets.
- Supporting ongoing education, training, and certifications when possible.
Growth isn’t just about climbing the corporate ladder—it’s about continuously improving and finding new ways to contribute. When employees feel like they’re progressing, they stay engaged.
4. Recognize and Reward Contributions
Everyone wants to feel appreciated. While competitive salaries and benefits matter, genuine recognition can be just as powerful.
I make it a point to acknowledge hard work—whether that’s a simple thank-you, a public shout-out, or performance-based incentives. Recognition doesn’t have to be complicated, but it does have to be consistent. People who feel valued are more likely to go above and beyond for the company.
5. Stay Adaptable as a Leader
Just as businesses evolve, so do the needs of employees. A leadership style that worked five years ago might not be as effective today. That’s why I constantly evaluate my approach and remain open to change.
Leadership isn’t about having all the answers—it’s about staying engaged, listening, and being willing to grow alongside your team.
The Bottom Line: Leadership is a Long-Term Investment
Hiring the right people is only half the equation. Keeping them engaged, motivated, and committed to your vision is where real leadership comes into play. The strongest companies aren’t just built on talent—they’re built on leaders who foster trust, accountability, and continuous growth.
At LRE and Companies, I don’t just want great employees—I want a great team. And that means making sure every person who walks through our doors has the support, structure, and opportunity to do their best work.
Because when you invest in your people, they invest back in your company. And that’s the real key to long-term success.