The Top 50 Levers of Discretionary Effort

Lever Lever

1 Connection Between Work and Organizational Strategy 26 Career Advisor Effectiveness

2 Internal Communication 27 Makes Sacrifices for Direct Reports

3 Importance of Job to Organizational Success 28 Accepts Responsibility for Success and Failures

4 Understanding of How to Successfully Complete Projects 29 Inspires Others

5 Breaks Down Projects into Manageable Components 30 Trusts Employees to Do Their Job

6 Reputation of Integrity 31 Encourages Employee Development

7 Effectiveness of Team-Building Activities 32 Clearly Communicates Performance Expectations

8 Clearly Articulates Organizational Goals 33 Ability to Obtain Necessary Information

9 Demonstrates Strong Commitment to Diversity 34 Accurately Evaluates Employee Potential

10 Adapts to Changing Circumstances 35 Quality of Informal Feedback

11 Sets Realistic Performance Expectations 36 Creates Clear Work Plans and Timetables

12 Analytical Thinking 37 Cares About Employees

13 Helps Find Solutions to Problems 38 Puts the Right People in the Right Roles at the Right Time

14 Possesses Job Skills 39 Appropriately Handles Crisis

15 Culture of Flexibility 40 Persuades Employees to Move in a Desired Direction

16 Encourages and Manages Innovation 41 Provides Necessary Tools and Resources

17 Culture of Innovation 42 Respects Employees as Individuals

18 Defends Direct Reports 43 Accurately Evaluates Employee Performance

19 Helps Attain Information, Resources, and Technology 44 Demonstrates Passion to Succeed

20 Demonstrates Honesty and Integrity 45 Clearly Explains Job Importance

21 Identifies and Articulates a Long-Term Vision for the Future 46 Customer Focus

22 Has a Good Reputation Within the Organization 47 Teaches About Group or Division

23 Provides Job Freedom 48 Company Performance

24 Future Oriented 49 Values Work-Life Balance of Employees

25 Is Open to New Ideas 50 Places Employees’ Interest First