Special Guest Post: The Three Leadership Behaviors that Drive Fierce Loyalty & Extreme Engagement

January 24, 2023

Our friend Ramesh Sundaresan, from HR and payroll company Paycor, shares his top tips for developing loyalty and engagement among your employees.

In today’s workforce, the overall effect of front-line managers on the health and continued growth of a business simply cannot be overstated. An organization with top leaders who earn the trust of employees drives engagement – and in midst of fierce competition, the company with the most engaged employees win by every measure: revenue, productivity, and customer satisfaction. Salary becomes less of a factor in terms of job satisfaction.


If employees are engaged by a leader they trust, it can take a pay raise of more than 20% to poach them (Gallup).


In 2022, 40% of employees were considering quitting their jobs. 62% cite “toxic company culture” as their #1 reason for leaving, followed by low salary, poor management, and a lack of a healthy work-life balance (FlexJobs). These reasons have one thing in common: they’re all driven from the top.


And while the labor market will eventually stabilize, and recession could cool the short-term job market, the talent shortage is here to stay. By 2030, there will be more jobs than workers (Boston Consulting Group). Blame this mismatch on decades of low fertility rates, baby boomers retiring at record levels,

and historically low immigration.


That’s why leaders are more important than ever. Organizations with the most effective leaders will see higher levels of employee engagement and that will create a virtuous cycle of lower turnover, higher retention, and healthier company cultures.


So, what are the three behaviors that create the ideal workplace? It’s the C.O.R. of employee development. Coach. Optimize. Retain.


COACH: A coaching approach to leadership focuses on helping an employee find the sweet spot between their own personal aspirations and the needs of the organization. Effective coaches help workers discover and refine their strengths and address blind spots and weaknesses.


Why Coaching Is Important

Coaching promotes engagement and accountability. When employees are learning and growing, their day-to-day job responsibilities feel like a path forward and not a dead end.


60% of employees in organizations with strong coaching cultures rate themselves as “highly engaged” vs. 48% in organizations that don’t support coaching (TLNT). 94% say they’d stay at a job longer if they had access to career development (LinkedIn Workplace Learning Report).


ACTION PLAN: Show employees how their role aligns to the company mission.

 

OPTIMIZE: To optimize performance, leaders need to balance a relentless drive to excellence, without burning people out or micromanaging.


Why Optimizing Is Important

Leaders are responsible for the productivity of their teams. It’s what managers are hired to do. And while the company most likely evaluates manager efficacy based on objective results and revenue goals, a lot of what it takes to inspire a team to give it their all is intuitive, as much art as science.



Optimizing performance is a balancing act. Effective leaders know how to model accountability without slipping into micromanagement. They know how to encourage and cheer employees without being a pushover. They lead by example and inspire others to go the extra mile.


ACTION PLAN: Explain the “why behind the what.”

 

RETAIN: Leaders inspire loyalty by rewarding and incentivizing employees in a holistic way that makes them feel authentically valued.


Why Retention Is Important

Retaining employees is a long-term growth strategy. It helps maintain company culture, preserves institutional knowledge, and gives team members the chance to form healthy relationships and even friendships, all of which are good for the business.


Turnover is expensive. It can cost between 30% and 150% of an employee’s salary to replace them (Harrison HR). And there are intangible costs. Turnover can be contagious, especially if the people who leave are well-liked. The key to building a turnover-resistant organization is an understanding of what motivates individuals and rewarding and incentivizing them in a variety of ways, not just monetarily.


ACTION PLAN: Don’t assume it’s always about money.


By Russell Lacey April 17, 2026
For most business owners in Washington, D.C. and Maryland, June 1st marks the unofficial start of summer: the return of rooftop happy hours, tourists swarming the National Mall, and the inevitable cranking of the HVAC system. But in the world of energy management, June 1st is something much more significant. It is the "Energy New Year." If you manage a commercial property, a non-profit, or a restaurant, this date represents the reset button for how your utility costs are calculated for the next twelve months. While many decision-makers focus solely on the "supply rate" on their bill, there is a hidden mechanism called the Peak Load Contribution (PLC) that could be quietly inflating your costs by thousands of dollars The good news? You aren’t powerless. By understanding how the grid works and taking a few strategic steps this spring, you can "beat the surge" and secure better financial predictability for your organization. The June 1st Milestone: Why It’s the "Energy New Year" In the Mid-Atlantic region: specifically within the territories served by utilities like Pepco and BGE: we operate under the PJM Interconnection . PJM is the regional transmission organization that coordinates the movement of wholesale electricity across 13 states and D.C. Every year on June 1st, PJM begins a new "delivery year." This is the date when the "Capacity Tags" (or PLC) assigned to every commercial building are updated based on the previous summer’s usage. Why does this matter to you? Because the capacity charge often makes up 25% to 40% of a commercial electricity bill. If your building was inefficient during the hottest days of last summer, you are about to pay the price for it starting this June. Conversely, what you do this summer will dictate your fixed costs for June 2027 through May 2028.  The Hidden Problem: Understanding Capacity Charges and Your PLC Most business owners look at their bill and see "Kilowatt-hours (kWh)": that’s how much energy you used. But the Capacity Charge is based on your "Peak Load Contribution." Think of it like a "reservation fee" for the grid. PJM needs to ensure there is enough power available if every single building turned on every single light and AC unit at the exact same moment. To fund this readiness, they charge businesses based on their highest usage during the grid's "Five Peak Hours" of the previous summer. The Problem: If your restaurant, condo building, or school had a massive spike in usage on a Tuesday afternoon in July when the grid was stressed, your PLC (or Capacity Tag) will be high. You will then be billed at that "peak" rate every single month for the following year, regardless of how little energy you use in the winter. For many commercial clients, this is a "ghost charge" that feels impossible to control. But with the right services , it becomes a manageable variable.
By Russell Lacey April 10, 2026
For business owners in Maryland, Washington, DC, and Virginia —right here in our backyard —energy costs are more than just a line item: they are a significant variable that can impact quarterly profitability and long-term operational planning. In recent years, the natural gas market has been characterized by notable volatility. From global supply chain disruptions to shifting domestic production levels, the price you pay for the blue flame in your furnace or the heat in your commercial kitchen has likely felt like a moving target. At Electric Advisors, Inc. , we believe that data-driven decision-making is the only way to effectively manage utility expenses. To help you understand where the market has been and where it is going, we have analyzed the historical procurement costs for Washington Gas (WGL) and compared them to the current opportunities available through competitive suppliers across Maryland, Washington, DC, and Virginia. The results are clear: across the WGL service territory in MD, DC, and VA , the cost of sticking with the utility’s default Purchased Gas Charge (PGC) may be significantly higher than many business owners realize. The Benchmark: Washington Gas Historical PGC Rates in Maryland, DC, and Virginia Every month, Washington Gas updates its Purchased Gas Charge (PGC) . This is the rate at which the utility passes through the cost of the natural gas it buys on the wholesale market to its customers. By law, the utility does not make a profit on the gas itself; they make their money on the delivery and infrastructure. However, the price they pay—and the price you eventually see on your bill—is subject to the fluctuations of the monthly wholesale market. For businesses in the broader WGL footprint, the important takeaway is this: Washington Gas default supply pricing and competitive market opportunities are consistent across its service territory in Maryland, Washington, DC, and Virginia. In other words, the same benchmark applies whether your business is in suburban Maryland, downtown DC, or Northern Virginia. Looking back at the last 24 months across the WGL service territory in MD, DC, and VA , we see a story of dramatic shifts: 24-Month Average WGL PGC: Approximately $0.68 per therm . The 2025 Spike: In April 2025, rates peaked at a staggering $0.8085 per therm . The 2026 Moderation: As of April 2026, the WGL rate has settled to $0.6382 per therm . While the 2026 rate is a welcome decrease from the highs of the previous year, it remains significantly higher than the rates seen a decade ago. For context, in 2010, the rate hovered around $0.32 per therm. We have seen a steady, long-term upward trend that necessitates a more proactive approach to commercial natural gas rates .
March 3, 2026
Helping Washington D.C. businesses take advantage of their sales tax exemption opportunities. Did you know that restaurants don't have to pay sales tax?