Team Supporter

Increase team engagement? 10 profitable tips

Tell me honestly. Do you regularly feel like you're pulling a dead horse? That your team lacks commitment? That you always have to take initiatives, because otherwise nothing happens?

Then this may also sound familiar. Your management is mainly task-oriented, with getting the grades right at the top. You find delegation difficult and you control everything or it will all go wrong. You have no idea that Femke's mother-in-law died yesterday because you run from one board meeting to the next and hardly see your employees. Oh and staff outings are now only held once every 2 years due to budget cuts. This results in significant financial savings.

Engaged teams don't say MWAH but YES!
The good news; you are not alone in this. Gallup concludes in their State of the Global Workforce report that only 15% of employees worldwide show engagement in their work. And the Netherlands scores even worse with 10 %.

This leads to an estimated €6 trillion in lost productivity annually. So if numbers are important to you, be sure to read on and cash in on your gains. Because engaged teams produce better results and greater job happiness.

10 profitable tips that produce better results in a team

1. Does the DNA match?

As an executive, you know the mission of your company. You know your identity and know exactly what you stand for. But do you include this in your selection procedures? Do your job ads also mention personality traits that are indispensable for the company DNA? Because there is more to an employee than competencies and skills.

Dare to choose employees who embrace your mission. In doing so, create an interesting mix of talents and personality profiles. This will ensure intrinsic motivation and higher employee engagement.

2. Put your vision in everyone's crosshairs

How often does it happen that capital has been spent to formulate a vision? And how often is it crystal clear to each employee how their specific work contributes to that vision? I have a sneaking suspicion that there is a significant difference.

Don't store your vision of the future in a fancy closet in the boardroom. Repeatedly share your vision with all employees and make it clear how their efforts contribute to it.

3. Be the change you want to see in your business

As a leader, it's up to you to ensure a safe culture. And you know, people don't do what you say but what you do. So be yourself the change you want to see in your company. Show commitment, make an effort to maintain relationships.

Walk in to congratulate a team member. And also: create an environment that is safe enough for dissent. Where people dare to make mistakes and communication is open, professional and respectful.

4. Steer by output

Everyone has their own ways that feel comfortable. Give employees space to show what they have to offer. You create this space by focusing on the "what" rather than the "how" when giving assignments. You tell them what result you need. The employee decides how this result will be achieved.

Of course, it is important to show situational leadership (Hersey and Blanchard model) and optimize control per task and per employee. Interim monitoring, feedback and direction remain important even with output-oriented management.

5. Optimize the environment;

the eye wants something too
Invest in an energetic work environment. Through color, art and plants. Create an environment where people can recharge themselves. So that they are energetic again. Again, take into account the different personalities of your employees.

Some recharge by being able to take a break, while others prefer to do a dance or get some fresh air. For inspiration, look at the Eudaimonia Machine by David Dewane, named in the book Deep Work by Cal Newport. Be creative and encourage your employees to come up with their own suggestions.

6. Know your employees' expectations

Engage in a real conversation on a regular basis. Not infrequently, employees leave because their expectations were not met. While you as a manager were not even aware of these expectations. Take the initiative yourself and find out what their expectations are regarding leadership and work content.

Does that mean living up to all expectations? No, of course not. Only those that fit within company policy and organizational interests. In the other cases, you can avoid disappointment through clarity.

7. Organize a relationship thank-you day

I'm sure it applies to you too; people prefer to do business with people rather than companies. And your front office does know your customers. But what about your back office? That's precisely where the customer journey regularly goes bumpy. Logical, because there is no engagement because people don't know each other's faces.

Put a face to the buyers of your products or services. If necessary, involve key suppliers in this as well. Organize relationship thank-you days, where there is plenty of room for personal contact between employees, customers and suppliers.

8. Be generous

When do you gloat yourself? Nothing promotes engagement like appreciation. Don't we all want to be significant? Then how nice it is to hear just that. It costs you nothing and makes a world of difference.

My advice; surprise your employees regularly. With a heartfelt compliment, a group walk, a round of coffee, a fresh bunch of flowers or an inspiring team activity. The team building activities offered by UseYourTalents are always received with great enthusiasm. An investment that pays off handsomely in daily work and increases commitment.

Make it a habit in your interview cycle to find out how your team members feel valued and respond accordingly. At both the individual and team levels.

9. Routine; a commitment killer

Encourage your team members to seek out their own education and training that will allow them to contribute even more to the fulfillment of the company's vision. Make room for personal development and growth.

Again last year, our Team Talent Program training was a bestseller that significantly improves team performance. Logical, because this team optimization not only focuses on the individual, but also involves the team as a whole and the manager. Thus, we secure all new insights and agreements.

10. Share successes and accomplishments

Much information does not get out of the boardroom. Yet that's a shame, because employees become more engaged when they are better informed about the organization's successes. As much as possible, translate these achievements to the employee level. Show what cutbacks were achieved and what these funds were used for. Or celebrate with all employees that that important project was won.

The Profit of Engagement
Every organization has elements that drive employee engagement. Colleagues, teams, managers, customers, results. Engaged employees feel seen and heard. Even outside the annual interview cycle. With a little creativity and effort, it is possible to keep engaged employees engaged with your organization.