What are the best employee engagement activities for small teams?

When sharing the vision and values of the company, it should also let the employee know how his individual contribution is aligned to his team's goal which in turn contributes towards the organization's goal.

I think, incorporating interactive and collaborative initiatives, such as team-building exercises and workshops, can foster a sense of unity and cooperation among team members. Regular appreciation events and employee recognition programs contribute to a positive work environment. Moreover, tailoring engagement activities to the unique preferences and interests of the team members ensures a more inclusive and motivated team.

In my 6 years of entrepreneurship and 15 years of HR experience, I found that Training and Development is one of the best ways to engage talent. This helps organisations to attract, retain and motivate talent.

As 2023 draws to a close, it's an opportune time to create some space for introspection on the vision and values of your business. Whether leading or contributing as part of the team, that sense of alignment fosters a real feeling of belonging. At DS, we try hard to nurture a culture that is based around feeling safe and belonging and as a leader, my passion sits firmly in steering this tone through the team. From making sure people feel heard, to celebrating milestones, each stride is a shared step forward and without a united team with a genuine shared vision, the foundation for growth and success are built on sand.

For a small team it would be better if we ask vision and values of the individuals rather than just sharing our. When we consider small size team, waht is more important is what the individual can contribute to best of his capacity. If we really want to align then alignment has to be individual to company rather than company to indivudual. This will give them a sense of belongingness which will help the overall agenda in long run. Finding out the respective vision and then making the plan to achieve the core vision with the desired values will give us a close shot at the target. Initially its not being a part of bigger team rather its individuals bigger vision which will make the organization worthy of being called big.

In my opinion, for small teams, recognizing and rewarding achievements is key to employee engagement. Implement a system where team members can acknowledge each other's successes, like 'Employee of the Month' or 'Kudos Boards'. Celebrate milestones, both personal and professional, with small events or acknowledgments in team meetings. Offering personalized rewards, like gift cards, extra time off, or professional development opportunities, can also be highly motivating. These practices foster a positive work environment, encourage high performance, and show employees that their contributions are valued.

Celebrate, celebrate, celebrate! People want to know what they do matters. Find out what type of recognition is meaningful to each member of your team and then follow through. Tip- we all work for money so a performance bonus never hurts!

Rewarding employees for achievements is helping them to target achieving their best possible version. People work anyway, some days the work is hard and frustrating. I believe showing employee appreciation helps with loyalty and employee retention.

All employees crave some sort of praise and respect. It's human. Sometimes as a leader a small amount of gratitude can actually make their day and trust me they will always remember those small compliments. Importantly It's also Important to provide them sort of financial incentives for their performance this too can greatly help. Also, retaining a trustworthy employee who is good at his work is much more important and can pay huge dividends than letting him go just for a few extra bucks then hiring a replacement.

Start with thank you and make it specific. We steer with public “thanks you”s as it shows everyone what is appreciated. We mitigate and coach with privately picking a single thing to improve and recognizing when it does. Rule of thumb: 1. 5 specific thank yous to every 1 improvement. 2. Never more than one improvement every 6-8 weeks 3. Monitor and express appreciation often.

Today shared feedback to one of the team members and she dropped a heart-touching note. This feedback had both the sides what she is doing good and what are the areas improvement. Her note mentioned that she realised that how closely and accurately I observed and this helped her to get a clarity. Sharing feedback effectively within an organization is crucial for fostering employee engagement. Constructive feedback acknowledges accomplishments, provides guidance for improvement, and encourages professional growth. When delivered thoughtfully and regularly, feedback shows employees that their contributions are valued, fostering a sense of recognition and motivation.

I once had a team of three individual contributors. They were all high performers but the work required a lot of "heads down" focus. Beyond having an open door policy and encouraging movement throughout the day that included interacting with each other and others in the organization, I found regular walking meetings outside a great way to learn about one another, brainstorm creatively, and build rapport. Of course, the team members really appreciated that I was willing to take that time with them to meet and grow together. But, I really think they loved moving and getting outside together. I think it improved their productivity and focus as well.

- Creating a safe environment for your employees to open up is very important. If there is no trust its only superficial engagement - A good way to create this is to be upfront with the team on the importance of trust. Share constructive discussions starting from the leadership team getting vulnerable talking about their areas for improvement

Collaborating on projects give my team a feeling of ownership which has helped them feel Valued. As a leader you have to let go of the reins and allow your team to develop the business more. It's truly a win-win. A business is only as strong as their individual employees at all levels.

Die Feedback-Verbesserung im Team erleichtert eine offene Kommunikation sowie konstruktive Kritik unter den Teammitgliedern. Sie erm?glicht es den Einzelnen, ihre Meinungen und Ideen mitzuteilen und hilft dabei, Konflikte und Missverst?ndnisse schnell zu l?sen.

In my experience we must rephrase this rather than saying "provide learning and development opportunities" we should say "agree to the best learning opportunity from the list provided by the employee" or help them ehance the list. In this era when we provide some learning opportunity to the employees it is natural to come to mind that this opportunity has something to do with company's development rather than individuals. Also a parallel thought of additional workload may also arise, which will defeat the purpose of the entire process. It is better if we give them clear idea about the future projects and let them come up with list of trainings they want to undergo, then you will be in a better position to gain maximum outcome of this.

While learning and development opportunities are important, even more crucial is how these are imparted. It is crucial to see - who requires what skills/courses - matching the requirement with the right kind of learning opportunities - not relying purely on recorded courses because interaction ensures more learning -identifying coaching opportunities and matching with coaches or workshops

Providing opportunities and support is crucial for the development of a successful team. For the effectiveness of their training and learning, it is also critical to know what they excel in, what areas could benefit improvement, and what their career goals are. The aim has to be not just professional growth and development but also on their personal development goals.

Investing in group coaching for your employees is a real game changer. When you learn together as group, you also grow together. This leads to increased employee engagement, morale, and satisfaction.

In my opinion, providing learning and development opportunities is crucial for small team engagement. Offer regular training sessions, workshops, or webinars that align with team members' roles and career aspirations. Encourage participation in online courses or industry conferences. Create a mentorship program within the team for knowledge sharing and skill development. These opportunities not only enhance team skills but also demonstrate investment in their professional growth, boosting morale and engagement. Tailoring these initiatives to individual and team needs can significantly impact overall team performance and satisfaction.

Work life balance means something different to everyone. Is it flexible hours, work from home, no overtime etc. Find out what it means to the people on your team and solicit their opinions on what would be meaningful to them.

As a leader, one thing I found effective was setting clear standards and expectations. They knew what needed to get done, how and by when. Since this was clear, everything was accomplished without having to take anything home whether it be mentally or physically, thus creating a work-life balance.

Always hiring a health or wellness person can help them to balance both proffesional and personal life. New and effective ways also helps the individual to grow or to reach heights.

In my opinion, promoting work-life balance is essential for small team engagement. Encourage flexible working hours and the option for remote work where possible. Implement policies that respect personal time, like 'no emails after work hours'. Organize team activities that are not work-related, such as group outings or wellness programs, to emphasize the importance of downtime. Regularly check in with team members about their workload to ensure it's manageable. By prioritizing work-life balance, you not only improve employee well-being but also foster a more productive, committed, and satisfied team.

There is no such thing as work life balance. However articulating clear vision and avoiding fire drills when possible will go a long way in creating an environment where employees will push hard when it’s warranted. The key to what people call “balance” is a recognition of the need to have pressure valves in place. Create flexible schedules, encourage time for family and other outside obligations. And, this is controversial but the science supports it, support outside endeavors-yes, even side hustles-in which your employees participate. It’s not work life-balance, it’s are your employees living fulfilled lives, of which a portion is dedicated to contributing to your business & bottom line?

Creating a fun workplace environment is instrumental in fostering employee engagement. When employees enjoy their work atmosphere, it cultivates a positive mindset, encourages collaboration, and boosts morale. Fun activities, such as team-building exercises, games, or occasional social events, contribute to reducing stress, increasing motivation, and promoting a sense of belonging among team members. This kind of environment not only enhances productivity but also creates a vibrant culture where employees feel valued, connected, and eager to contribute their best efforts. Ultimately, a fun workplace serves as a catalyst for increased employee engagement, leading to higher job satisfaction and retention rates.

In order for people to feel like they are a part of a team it’s absolutely critical for them to enjoy working together. Having fun together is the foundation to high productivity work enjoyment.

In my experience, More than fun activities, In small teams, genuine support during tough times speaks louder than weekend parties. It builds a bond beyond the workspace, creating a resilient and caring work culture.

In a work environment, a team is like an orchestra. To play the best orchestra, everyone must play their role in a precise way. So to work hard but efficiently, all employees must have a free mindset. So, why not all get-together and sing a song, go for coffee, or else have a fun chat? At the end of the day, what matters is a calm, satisfied life. So do work, but with a smile.

Enhancing the team dynamic involves fostering a sense of camaraderie, and one effective method is through shared laughter. A personal favorite of mine is our weekly tradition known as the "5-minute Friday Dance Break." Every Friday, a team member selects a work-appropriate song and video, sharing their choice and sometimes even featuring their families or children dancing along. This delightful practice provides a lighthearted pause at the week's end, offering everyone a chance to unwind, share a laugh, dance, and simply take a breath together.

In my opinion, when promoting work-life balance, also consider offering mental health support, like access to counseling services or mindfulness sessions. Create an environment where discussing mental health is encouraged and supported. Additionally, recognize and celebrate non-work achievements and milestones of team members to show that you value them as individuals beyond their professional roles. Periodically review and adjust policies to ensure they remain effective and relevant to your team's evolving needs. Such holistic attention to employees' well-being reinforces a positive workplace culture, enhancing overall team engagement and loyalty.

As a professor I had the chance to learn from kept asking in a class -> "Who are you and what do you stand for?" What makes you, you? What are your "non-negotiables"? What is important to you on a daily basis? This can take you weeks, months or years to figure out, but once you do, it's always super important to reflect on whether and how this reflects in your life - and if it doesn't, what do you need to change? Alignment with yourself, your values, and your life, professional but personal too, is a great way to go through life and one I personally constantly aspire towards.

Some employee engagement activities that I appreciate as an employee and feel that would appeal to the larger number of people are: 1.Offering wellness programs Gym/ Yoga/ Medical/ Insurance Mental Health Workshops/ Helpline. 2. Flexible working hours can show employees that their health and work-life balance matters to the organization. 3. Celebrating festivals together is something that helps in creating bonds and memories. Amidst our hectic life sometimes we take festival holidays as days to do nothing. Celebrating them at workplace helps employees to enjoy as well as learn about other cultures.

For small teams - connection is built on experiencing things that make you uncomfortable together. In professional sport, every team will go away on a training camp of some description at the beginning of each year. This camps are always physically confronting, yet equally mentally challenging. Forcing teams to group problem solve things that they aren’t used to dealing with drives interactions and ideally, connection and trust over time.

Ask your team individually what matters to them. Too many people "assume" group fun activities are meaningful to everyone. I have always called that "mandatory fun".