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You’re having trouble with employee engagement. How can you get your team to care about their work?

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Employee engagement is more than just a buzzword. It's a measure of how committed, motivated, and productive your team members are. When your team is engaged, they care about their work, their colleagues, and your organization's goals. But when your team is disengaged, they feel bored, frustrated, and indifferent. This can lead to lower performance, higher turnover, and lower customer satisfaction. How can you get your team to care about their work? Here are some tips from an HR consultant.

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Yvonne Durand

Passionate coach supporting women to overcome their limiting beliefs and create their happy place ??
Omar Aridi, MBA, SHRM-CP

I help job seekers stand out | Academic Advisor I Career Development I Job Search Strategies I Resume Writing I HR…

1 Understand their needs

The first step to improving employee engagement is to understand what your team members need and want from their work. You can use surveys, interviews, or focus groups to gather feedback and insights. You can also use tools like the Employee Value Proposition (EVP) or the Employee Engagement Pyramid to identify the key drivers of engagement for your team. These drivers may include factors like compensation, recognition, development, autonomy, purpose, or belonging.

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Omar Aridi, MBA, SHRM-CP

I help job seekers stand out | Academic Advisor I Career Development I Job Search Strategies I Resume Writing I HR ProfessionaI I LinkedIn Optimization
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Improving employee engagement is vital for team success. Start by understanding individual needs, what motivates one might not for another. Value their work through recognition and rewards. Clearly communicate company objectives, showing how their efforts impact overall goals. Foster a positive work culture by encouraging open communication, teamwork, and addressing any cultural barriers. Creating an environment where employees feel valued and supported leads to increased productivity and success. Thank you

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Lic. Cintia G.

??????Licenciada en Relaciones del Trabajo (UBA) || ??Analista de RRHH Sr. || ??Asesora en Empleabilidad || ?12K??
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Te doy cinco claves para aumentar el compromiso de tu equipo de trabajo: 1) Generar y mantener una comunicación asertiva, con foco en la escucha activa, para identificar necesidades y expectativas. 2) Realizar reuniones periódicamente con cada colaborador, para dar seguimiento a su desempe?o y detectar a tiempo si se encuentra desmotivado. De ser posible, estas reuniones deben realizarse cara a cara. En caso de trabajadores modalidad remota, realizar videollamadas con el fin de aumentar la sensación de cercanía. 3) Evaluar trimestralmente remuneraciones y paquete de beneficios. 4) Mantener la equidad interna. 5) Ante un problema personal, debes ser empático y en la medida de lo posible, ofrecer apoyo. No todo es trabajo, ?somos humanos!

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Romina Abate

Consultor Organizacional / Psicóloga Clínica y Laboral / Coach
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Diría que además de comprenderla, es indispensable atender genuinamente las expectativas y necesidades de las personas. En mi experiencia, muchas veces se cae en "un como si" se interesaran y créanme, eso se evidencia. Otro error muy frecuente en esta línea es caer en la incoherencia. Ej: comunicar interés y actuar de manera contraria Es fácil, queres compromiso de tus empleados? Comprometete también con ellos ;)

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2 Align their goals

The next step is to align your team members' goals with your organization's vision and strategy. You can use tools like OKRs (Objectives and Key Results) or SMART (Specific, Measurable, Achievable, Relevant, and Time-bound) goals to help your team set and track their progress. You can also use regular check-ins, reviews, or feedback sessions to monitor and support their performance. By aligning their goals, you can help your team see how their work contributes to the bigger picture and why it matters.

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3 Empower their growth

The third step is to empower your team members to grow and develop their skills and competencies. You can use tools like the 70-20-10 model or the 4E model (Education, Experience, Exposure, and Evaluation) to design and deliver effective learning and development programs. You can also use coaching, mentoring, or peer learning to facilitate knowledge sharing and collaboration. By empowering their growth, you can help your team feel challenged, valued, and confident.

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Juan José Gómez Centeno

???? ?Te ayudo a dise?ar estrategias de crecimiento para la retribución flexible?Incrementando el bienestar de los equipos ?RetribuciónFlexible ?KAM ?Desarrollo negocio ?Growth Hacking ?IA
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Al invertir en el desarrollo y crecimiento del talento interno, se le proporciona un crecimiento a los empleados y las empresas obtienen un retorno significativo en términos de rendimiento y éxito para la compa?ía. Formaciones facilitadas por la compa?ía o opciones de formación a través de planes de retribución flexible.

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4 Appreciate their efforts

The fourth step is to appreciate your team members' efforts and achievements. You can use tools like the 5 Languages of Appreciation or the 4Rs (Recognition, Reward, Reinforcement, and Relevance) to create and implement a meaningful recognition and reward system. You can also use simple gestures like saying thank you, giving feedback, or celebrating milestones to show your gratitude and respect. By appreciating their efforts, you can help your team feel motivated, satisfied, and loyal.

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Jodi Brandstetter

HR Consultant ?? Best Selling Author ???? Certified in Human Design & Design Thinking ?? Speaker
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Demonstrating care and appreciation for your team can strengthen cohesion. It's important to recognize that not everyone will respond to the same form of recognition. Take the time to understand your team members and their preferred methods of appreciation. Additionally, consider recognizing both individual contributions and team efforts to foster a balanced and inclusive approach to appreciation.

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5 Engage their hearts

The fifth step is to engage your team members' hearts and emotions. You can use tools like the Emotional Intelligence (EI) framework or the 4Cs (Connection, Communication, Collaboration, and Culture) to build and maintain positive and trusting relationships with your team. You can also use activities like team building, socializing, or volunteering to foster a sense of camaraderie and community. By engaging their hearts, you can help your team feel happy, inspired, and engaged.

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Yvonne Durand

Passionate coach supporting women to overcome their limiting beliefs and create their happy place ??
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While the recommended tools offer valuable insights, it's important not to view them as a one-stop solution. When dealing with a disengaged team, it's crucial to maintain ongoing communication. Genuine engagement stems from sincere care; when your team senses your authentic concern and feels heard and valued, their engagement gradually improves.

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Romina Abate

Consultor Organizacional / Psicóloga Clínica y Laboral / Coach
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Hace algunos a?os trabajé en una consultora dirigida por una joven mujer... ella participó en una charla TED diciendo que le gustaba verse como una "gestora de sue?os"... y coincido en que el liderazgo se trata justamente de eso!

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6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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Romina Abate

Consultor Organizacional / Psicóloga Clínica y Laboral / Coach
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Una vez realicé un diagnóstico organizacional en una reconocida empresa de tecnología. El equipo de RH estaba molesto porque sentían que mimaban a sus colaboradores ofreciéndoles un sinfín de beneficios y no hacían más que recibir actitudes de descontento. Así que salimos a preguntar para entender qué estaba pasando... y un joven me dijo "Sabés que pasa Romina? Nos dan de todo, pero mudaron las oficinas a un lugar inhóspito que afecta nuestra calidad de vida" El compromiso no se resolvía con fruta en la oficina y un pase libre al gimnasio, sino con una combi que facilite los traslados... y la inversión era mucho menor!! Así que mi recomendación es que abran espacios de conversación genuinos y escuchen, siempre!

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You’re having trouble with employee engagement. How can you get your team to care about their work?

1

2

3

4

5

6

1 Understand their needs

2 Align their goals

3 Empower their growth

4 Appreciate their efforts

5 Engage their hearts

6 Here’s what else to consider

HR Consulting

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You’re having trouble with employee engagement. How can you get your team to care about their work?

1

2

3

4

5

6

1 Understand their needs

2 Align their goals

3 Empower their growth

4 Appreciate their efforts

5 Engage their hearts

6 Here’s what else to consider

HR Consulting

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