Go Team Go!How to Create a Highly Engaged and Motivated Team

Find ways to connect with team members individually.

To engage your team, engage with team members individually.

Showing interest makes people feel like they matter.

A little mattering goes a long, long way.

Focus on and develop employees’ strengths.

According to Gallup, people who use their strengths every day are six times more likely to be engaged on the job.

Connect work to a sense of purpose.

Encourage everyone on the team to verbalize what the company’s mission and purpose means to them. Having a strong sense of what their organization stands for boosts their engagement, especially when their values are aligned.

Leverage the engagement level of new team members. 

Employees are naturally super engaged during the first six months on the job.

To make the most of this, pair a new hire up with a workplace friend or mentor who can show them the ropes and provide plenty of recognition for their early efforts. Who knows—the energy might be infectious!

Enhance people’s sense of well-being. 

People don’t compartmentalize their work lives and their personal lives. It’s the whole person who comes to work. Each employee’s well-being influences individual and organizational performances.

If morale is low, learn why and fix it ASAP.

Be brave enough to figure out if you’re part of the problem, and make the appropriate changes.

If you can’t figure out from team members what’s creating poor morale, consult your company’s HR group. Think of HR as a resource you can draw from, but don’t ask them to take over the problem. You still own it.

Be accessible.

Spend a few extra minutes in your lunch or coffee room; keep an open-door policy (literally and figuratively); ask people how they’re doing and if they need anything from you, go out to lunch—be there for and with your team.

Be generous with responsibility.

Empower your team members to make decisions and influence a project and their jobs.

People will rise to the level of responsibility they’re given. And, if it’s the right challenge, they’ll thrive. So will the project.

Encourage constructive criticism.

Give employees opportunities to solve problems and take action. This acts as a strong antidotes to fear and feeling helpless. Also, involve your team members in decision-making processes for better results.

Listen

When team members get a chance to air their issues individually it makes them feel better, builds trust, and brings to light any deeper problems that need airing. Telling employees to “move on” or “just deal with it” fosters anger and resentment—and disengagement.

Communicate

Do more than share decisions with your team. Explain. why decisions are made. David Lee, consultant and founder of HumanNature@Work says, “When people understand ‘Why,’ they can deal with almost any ‘What.’”

Let your team do things in new ways.

Variety is not just a spice but a great strategy to re-engage a team that’s burnt out or unmotivated. It’s energizing to take risks and experience new types of successes and fresh learnings. Go for it!

Advocate for your staff.

It’s good practice to stand up for your employees if they’re under attack and are worthy of being backed. If words need to be shared, drop by and have a private conversation and offer your support. Your team members will be worth more to you and your company than the occasional cranky customer.

Celebrate achievements

Thank-you’s and acts of recognition highlight your team’s progress. Applaud examples of excellence in difficult times; it’s important for employees to feel like winners, especially when times are tough.

Go team!