Because companies have a wide range of ways to motivate employees, leadership is an important topic. Since it allows leaders to delegate responsibility and coaches subordinate staff, institutions are switching to servant leadership. Savage Austin and Honeycutt (2011) state that culture, resistance to change and insufficient knowledge of the servant leadership philosophy prevent institutions from using this leadership strategy. To create a healthy environment for servant leadership, they must have qualities that encourage trust, collaboration, loyalty and a sense of belonging among their team. A culture lacking in trust, loyalty and unity can hinder the effectiveness of servant leadership. A lack of trust in servant leadership’s efficacy and lack of time can also be obstacles to leadership success.
Sokoll (2014) emphasized that servant leadership improves labor retention and fosters close relationships between workers and supervisors. Quality of management-employee relationships determine the workforce turnover rate. The sustainability of any business is affected by high staff turnover. This reduces productivity, costs time and money for replacing people. Sokoll (2014)5 found a link between servant-leadership, loyalty and employees. It promotes retention by supporting communication, empowerment, delegation and persuasion. Subordinate development is the main focus.
Because of the organization’s current circumstances, I believe that servant leadership is a good choice. A quarterly mentoring program has been established by the company. This allows senior managers to advise younger employees on current managerial and professional issues. This mentoring program encourages the development of interpersonal and learning relationships among junior professionals and their bosses. As a firm’s leader, it has adopted duty delegation. This means that younger workers can be given difficult tasks to improve their skills. They coach staff through challenging procedures like when they coordinate care. To develop responsibility and clarity, junior workers are included in the decision-making process. Because the organization has an open door policy, junior workers can consult and interact with seniors without having to face bureaucratic hurdles, it may foster servant leadership. Open communication, listening, encouraging, delegation, empowerment, and empathy are all essential components of servant leadership.