What is RPO?

Unlocking the Full Potential of Your Workforce

Imagine your best performer within your workforce or team. What sets them apart? They consistently go above and beyond their job description. They show initiative, problem-solving skills, and a level of commitment that is not mandated but voluntarily given. This extra push, this willingness to contribute beyond the bare minimum, is known as discretionary effort.

Now, imagine if 90% of your workforce displayed the same level of discretionary effort every single day. The impact on your business would be staggering. Productivity would soar, efficiency would skyrocket, and the quality of work would significantly improve. Agility and adaptability would become the norm, propelling your business forward in an ever-changing landscape. Progression, both for individuals and the company as a whole, would accelerate. And, of course, your bottom line would reflect the benefits of a highly engaged and motivated workforce.

But there’s a challenge: discretionary effort cannot be bought. It is not something you can demand or even incentivise with monetary rewards alone. It is voluntary, deeply personal, and fuelled by intrinsic motivation. The value of discretionary effort is priceless, yet most organisations struggle to cultivate it consistently.

The Theory vs. The Reality

We all know the textbook methods for eliciting discretionary effort:

• A strong and inclusive workplace culture
• Recognition and reward
• Opportunities for growth and development
• Empowerment and autonomy
• Trusting relationships at work
• Leadership by example
• Meaningful work
• A fair and supportive environment

In theory, these factors should naturally lead to an engaged workforce brimming with discretionary effort. Yet, in practice, this rarely happens. Why? Because while we understand how to cultivate discretionary effort, we struggle with who will make it happen.

The Missing Link: Who Makes Discretionary Effort a Reality?

Most organisations are built on hierarchical structures, which, by their nature, often stifle discretionary effort—especially at the operational level where it is most needed. Senior leadership and HR departments create well-intentioned engagement strategies based on the principles outlined above. These initiatives are then cascaded down the hierarchy, often losing momentum as they encounter the middle management layer.

Middle managers, overwhelmed with their own workloads, frequently lack the time and capacity to nurture engagement within their teams. Some were promoted due to their expertise in a specific function, not because of their ability or interest in managing people. As a result, they may lack the skills or motivation to effectively develop their teams.

First-line managers, often called team leaders, are frequently positioned as little more than messengers. With limited leadership training or authority, they end up caught between the pressures from senior leadership and the challenges faced by their teams. The result? Top-down engagement initiatives fail to take root where they are needed most.

A Different Approach: A System That Works

What if there was a people development system designed to solve this exact problem? A system that has been tried, tested, and refined over 15 years, delivering outstanding results in real-world organisations?

RPO has developed such a system—one that doesn’t rely on the traditional top-down approach, which often collapses under its own weight. Instead, this system leverages a fundamental human question: What’s in it for me?

At first glance, this might seem contradictory. If discretionary effort is voluntary and cannot be bought, how can organisations appeal to the self-interest of employees? The answer lies in understanding and tapping into intrinsic motivators.

The Power of Intrinsic Motivation

Every employee has personal drivers—things that inspire them to give their best. Some seek career progression, others value learning opportunities, and some are motivated by a sense of purpose and contribution. Many desire flexibility, recognition, or a supportive work environment.

Most organisations attempt to appeal to these motivators in broad strokes, using engagement surveys, recognition programmes, and developmental initiatives. But these efforts are often scattershot—akin to throwing spaghetti at a wall and hoping some of it sticks.

RPO’s system is different. It provides a targeted, individualised approach to engagement and discretionary effort. This system identifies each employee’s unique intrinsic motivators and aligns them with the company’s goals. It operates efficiently, accurately, and sustainably—without relying on the effectiveness of middle or first-line managers as people leaders.

The Benefits of a Targeted, Sustainable System

By implementing this system, organisations can achieve:

• Increased discretionary effort: Employees willingly invest extra energy because they see a direct benefit to themselves.
• Reduced people issues: When employees feel understood and valued, conflicts and underperformance decrease.
• Higher efficiency: Managers spend less time addressing disengagement and more time driving results.
• Enhanced workforce development: Employees are aligned with roles and opportunities that match their motivations.
• Sustainable engagement: Unlike one-off initiatives, this approach creates long-term cultural change.

The Future of Workforce Engagement

The success of any organisation hinges on the people who drive it forward. While strategy, technology, and processes are essential, until AI takes over, they are ultimately powered by human effort. When discretionary effort is maximised, the true potential of a workforce is unlocked.

RPO’s system offers a proven, results-driven method for achieving this transformation. It provides the missing link—bridging the gap between engagement theory and real-world execution. With a focus on who will make discretionary effort a reality, rather than just how it should be encouraged, this approach delivers tangible, lasting results.