10 Must-Know Tips for Modern Leadership Success

According to Gallup’s annual State of the Global Workplace report, U.S. employee engagement hit an all-time low in 2024, with organizations losing an estimated $8.9 trillion — or 9% of global GDP — due to low engagement. 

The study, which examined trends and perceptions, revealed a significant disconnect between how managers perceive their leadership and how employees view their management. This gap, particularly in areas like feedback, collaboration and recognition, has contributed to widespread low company morale.

In today’s rapidly evolving PR landscape, managing relationships with clients, colleagues, media contacts, influencers, and spokespeople remains essential to success. As a fast-paced, entrepreneurial profession, public relations offers motivated practitioners opportunities for rapid growth and meaningful work. 

However, while agencies excel in strategy and technical execution, many fall short in employee engagement, relationship management and leadership — critical oversights that can undermine both individual and organizational success.

Having held management positions at leading firms and niche boutique agencies, I’ve observed both exemplary leadership and significant managerial missteps (including my own). The most inspiring PR professionals master the art of mentorship, client relationship management and team leadership.

Here are 10 timeless principles for employee engagement that can elevate managers into true leaders:

1. Be a leader, not just a boss.

A boss gives orders; a leader inspires and motivates. Great leaders build trust, loyalty and enthusiasm, encouraging team members to grow and succeed. By fostering a collaborative environment, you empower your staff to contribute to collective goals while advancing their own careers.

2. Promote learning through participation.

Invite team members to join client calls, presentations, events and business trips. Involving junior team members early and often helps them gain valuable insights into problem-solving, strategic thinking, and professional communication. 

By connecting their seemingly mundane administrative tasks to broader business objectives, you enhance their understanding of their role’s impact and make them feel valued.

3. Delegate strategically.

Don’t just assign tasks — delegate components of projects with strategic importance. While it’s tempting to handle complex assignments yourself, empowering your team to tackle these challenges fosters growth and innovation. Accept diverse approaches and embrace the learning process, as it often leads to fresh perspectives and unexpected solutions.

4. Encourage problem-solving.

When team members come to you with questions, resist the urge to provide immediate answers. Instead, ask, “What do you think?” This approach builds their critical thinking skills and confidence, enabling them to become independent problem-solvers and future leaders.

5. Hold team members accountable.

Empowerment comes with responsibility. Allow your team to handle client interactions and resolve minor issues independently. Mistakes are inevitable, but they’re also valuable learning opportunities. 

By holding staff accountable for their decisions, you help them grow while demonstrating trust to clients.

6. Recognize and reward excellence.

Specific, public recognition goes a long way in motivating your team. Celebrate achievements through personalized emails, shoutouts in meetings or increased responsibilities. Advocating for raises and promotions is ideal, yet thoughtful gestures like including team members in key initiatives can be equally impactful.

7. Encourage ownership of career growth.

Help your team members take ownership of their growth by asking them to document their key accomplishments and clearly articulate their professional goals. This exercise not only fosters accountability but also provides valuable insights into areas where they need support. 

Whether they’re focused on acquiring new technology skills (such as AI training) or improving soft skills, this process helps you identify their development needs. Collaboratively set realistic milestones that guide their professional advancement and training, ensuring continuous progress in their career.

8. Hire for potential, not convenience.

Don’t settle for mediocre hires due to time constraints or nepotism. Invest in finding candidates with the potential to become future client leaders. Prioritize identifying diverse and passionate candidates who bring unique perspectives and innovative ideas to your team. 

Embracing diversity in hiring fosters creativity, enhances problem-solving and strengthens team dynamics. Be prepared to let go of underperformers who lack the drive or aptitude to excel.

9. Admit when you are wrong.

Acknowledging your mistakes demonstrates humility and fosters trust within your team. As a manager, you’re also a teacher, and showing vulnerability can humanize you in the eyes of your colleagues. 

When you make an error, take responsibility, apologize sincerely and work to rectify the situation thoughtfully. This approach not only builds camaraderie but encourages an open and honest work environment where everyone feels safe to learn and grow.

10. Lead with integrity.

Conduct yourself with the highest ethical and moral standards. Your actions set the tone for your team, inspiring them to uphold the same values. By leading with integrity, you build a strong foundation of trust and respect.

Successful PR managers are self-aware, adaptable and committed to developing their teams. By focusing on leadership, mentorship and ethical practices, you can cultivate a loyal, motivated and high-performing team. Strive to inspire, not just direct, and you’ll see lasting success in your career and foster a positive company culture.