In the modern workplace, the most effective leaders are those who prioritize employees’ sustained value over their immediate worth. Rather than “squeezing” every ounce of productivity at the expense of well-being, these leaders invest in growth, nurture personal interests and well-being, and foster relationships that benefit both the organization and its people. As the classic fable reminds us, “you cannot kill the goose that lays the golden egg”. Agencies may strive for results, but it is the people who are achieving those results. Effective leaders understand how to “push without prodding,” motivating teams through inspiration and reciprocity rather than coercion or fear.
The Pitfalls of Short-Termism: Killing the Golden Goose
The idiom “killing the goose that lays the golden egg” warns against the short-sighted destruction of a valuable resource for immediate gain. In organizational terms, employees are the “geese” whose creativity, commitment, and expertise generate ongoing value. Leaders who focus solely on short-term results—demanding relentless output, imposing new systems without input, or disregarding personal values—risk burning out their teams. This approach leads to:
Low morale and disengagement
High attrition rates and loss of institutional knowledge
Stagnant innovation and reduced productivity
Research consistently shows that poor leadership—marked by lack of recognition, unrealistic expectations, and disregard for employee development—results in a toxic culture, high turnover, and diminished organizational performance.
Effective Leadership in Practice: Microsoft’s Transformation
A compelling example of sustained-value leadership is Satya Nadella’s tenure at Microsoft. When Nadella became CEO in 2014, Microsoft was facing cultural stagnation and competitive threats. Rather than doubling down on rigid hierarchies or short-term targets, Nadella championed a “growth mindset” culture, emphasizing empathy, continuous learning, and collaboration.1
Key Strategies:
Growth Mindset: Nadella encouraged employees to become “learn-it-alls” instead of “know-it-alls,” embedding learning and adaptability into daily practices2.
Empathy and Inclusion: He prioritized understanding employees’ needs and fostering an environment where diverse perspectives were valued18.
Collaboration Over Silos: By breaking down internal barriers, Nadella enabled cross-functional teamwork and innovation1.
Results:
Microsoft’s market capitalization tripled, and its cloud business (Azure) became a global leader.
Employee engagement and morale improved, fueling creativity and resilience.
The company’s ability to “push without prodding”—motivating employees through shared purpose and support—became a model for the industry.2
Another Example: Unilever’s Focus on Well-being
Unilever, a global consumer goods company, also exemplifies the power of investing in employees’ sustained value. By introducing mindfulness workshops and prioritizing mental health, Unilever saw a 20% rise in creativity and problem-solving among participating teams3. This investment in well-being translated directly into improved business outcomes, demonstrating that nurturing the “goose” leads to more “golden eggs.”4
The Cost of Poor Management: A Case of Low Morale
Contrast these examples with organizations plagued by poor management. The U.S. Federal Election Commission (FEC) provides a cautionary tale: chronic poor leadership, lack of communication, and failure to address underperformance led to widespread low morale, disengagement, and high turnover. Employees reported feeling undervalued, unsupported, and overlooked for advancement—classic symptoms of a workplace where leaders focus on immediate outputs rather than long-term value.5
The Art of “Pushing Without Prodding”
Effective leaders understand that “you don’t lead by hitting people over the head—that’s assault, not leadership”. Instead, they “push without prodding” by:
Building trust and mutual respect
Aligning individual motivations with organizational goals
Leveraging reciprocity: asking a lot, but giving a lot in return
Encouraging autonomy, creativity, and healthy conflict7
This participative style ensures that employees are not just compliant but genuinely committed to shared success.
The Solution? Build a Symbiotic Workplace
The lesson is clear: agencies may strive for results, but it is the people who are achieving those results. Leaders who invest in employees’ growth, well-being, and relationships create a virtuous cycle of engagement, innovation, and sustained performance. Employees, in turn, should seek out and advocate for environments where their value is recognized and nurtured.
A healthy, symbiotic workplace relationship—where leaders “push without prodding” and employees are empowered to thrive—benefits everyone. If you are experiencing anything less, it is not only your right but your responsibility to seek or help create a culture that supports both agency and people. The future belongs to organizations that understand sustained value always outlasts immediate worth.
Sources:
Bort, Julie. “Satya Nadella’s Microsoft Turnaround, in His Own Words.” Business Insider, October 1, 2018.
Duhigg, Charles. “How Satya Nadella Is Making Microsoft Cool Again.” The New York Times Magazine, September 26, 2017.
Gelles, David. “Unilever’s CEO on Making Purpose Pay.” The New York Times, June 19, 2021.
Kell, John. “Unilever’s CEO: ‘We Are Not Here to Make Our Employees Work Harder.’” Fortune, October 17, 2016.
U.S. Office of Personnel Management. “Federal Employee Viewpoint Survey Results: Federal Election Commission.” 2023.