Playbook: building winning teams: how to retain good employees by performing like a leader.

At the end of every day, every your most important resources--your employees--drive home and have a choice to make. They can either choose to come back the next day ... or not. One of the most important responsibilities that a leader has is to make sure that they choose to come back, and are eager to do so.

Today, employees spend up to 60 percent of their waking hours at work and are expected to produce more with less. Co-workers are called "team members" or "partners," but with the large amount of hours spent at work, the word "family" might depict a more accurate description. And like any family, there are times when problems arise.

Unfortunately many leaders fail to see the emotional and psychological components that employees bring to the workplace--the human components. Instead, they focus on the physical components--that they come to work just to receive a paycheck.

Let's take a look at some key components that will help you motivate your "work-family."

Self-awareness

It starts with you--good leaders are aware of the impact that their own emotions project onto their staff. They constantly seek feedback from trusted sources and co-workers and look for ways to improve. They inspire their staff to achieve greatness by being a role model.

Conversely, leaders who speak negatively about the agency or group they represent will find that their negative emotions will infect their staff like a disease. As a result, customers are typically affected too.

Train for Success

Training makes employees feel welcomed and valued, and that their position is an integral part to the success of the organization. Unfortunately many leaders can't justify the time, resources or money needed to invest in training. But lack of training costs an organization much more from turnover of employees, absenteeism, low morale and eventually loss of customers.

Good leaders know that they can't afford not to train or orient employees. They make training a priority, providing co-workers with the best opportunity to succeed. They also know that coworkers cannot be held accountable for wrong decisions if they have not been given the proper training.

Recognition

While most leaders believe that pay is the most important motivating factor for employees, surveys consistently reveal that what co-workers want most is to be recognized and appreciated for their efforts. Good leaders realize this and make the effort to spend time observing employees' performance and praising them for a job well done. They use a variety of methods from a simple, "thank you," to monetary rewards, cash bonuses, promotions and recognition awards.

Consistency

Good leaders are consistent in word and deed, whereas ineffective leaders set expectations but seldom adhere to them. Inconsistency creates confusion and frustration in the workplace, causing low morale. For example, leaders who claim to have an "open-door" policy, yet are never available or make employees feel like they are a bother, are usually the last to know when problems arise--or when employees quit.

Involving Employees

Good leaders know that, if they want to create a healthy work environment, everyone needs to be involved. They inform co-workers of decisions, and involve them when finding solutions to challenges. When given the opportunity to be part of the process, co-workers are more likely to buy-in to the departments's vision.

In conclusion, like families, co-workers need to know they are appreciated for the unique role that they play in the agency. No one comes to work with the intent to perform poorly, but that is the result of poor leadership. Therefore, your job as a leader is to inspire your "work-family" to greatness.

Ted Eleftheriou is a consultant, speaker and founder of dayone14--his company specializing in leadership, team building and customer service. Visit his blog at ted.blueprint4business.com to find leadership resources and best practices.