How do you assess your team's enthusiasm?

I start with looking at myself. If as a leader, I′m not showing up with energy and commitment, why would they? Leaders set the tone. But beyond that, it’s about real connection. I ask for honest regular feedback, I observe how they engage, and most importantly, I listen. It’s about creating an environment where enthusiasm isn’t forced, it’s felt (and take recommended actions they have when it makes sense). I also recognize their wins, and invest in their growth. If you’re supporting their journey, you’ll see their energy rise naturally. Leadership drives enthusiasm. Period.

Based on my experience, one thing I found very helpful is having regular 1:1 with your team members. There are people who are more comfortable to open up in 1:1 as oppose to general/group meeting. As a leader of the team, in these one to one conversation you have to show your enthusiasm to their works. Sometimes you need to do deep dive (positive way) to know what your team is doing and show interest in their works. Always do some homework before you go in these meetings, share your insights about the industry/organization, type of works your team is involved in.

Assessing your team's enthusiasm is like tending to a garden. Observe their energy levels during meetings. Listen to the tone in their communications. Check their engagement with projects and tasks. Have one-on-one chats to understand their feelings and concerns. Regularly tending to this garden ensures a flourishing, enthusiastic team. Also, look for signs of burnout or disengagement, like a gardener checking for weeds. Encourage open feedback and suggestions to keep the environment nurturing. Adjust your approach based on what you learn to maintain a thriving team.

I assess my team's enthusiasm like a weather forecaster predicting the perfect storm. I just do not rely on surface-level cues like smiles or energy during meetings. Instead, I pay attention to shifting patterns—how eagerly they contribute, the flow of ideas, and whether they bring fresh insights without prompting. I look for signs of momentum building, like how quickly they jump into new projects or how invested they are in outcomes. Just like a forecaster reading changes in wind and pressure, I analyze the subtleties. Enthusiasm is not always loud; sometimes, it is the quiet dedication or the spark in their eyes when discussing challenges.

As a leader I believe in change. With growing years of experience and expertise as leader you also have to get evolved with the changing trends working method and have a healthy work environment for the team.having diversified team with regular interactions, formal informal feedback 2 ways, flexibility, empowerment and trusting the team has helped me in high employee and team success ratio. My team attrition is only 1% and it has helped us to work in high spirit and commitment towards organisation first / customer satisfaction/ stakeholder management to the highest rate.

The enthusiasm level of a team is usually dependent on either internal motivation or external motivation. Internal motivation comes from within—it’s when people are driven by their passion, belief, or enjoyment in the work itself, rather than by external rewards. On the other hand, external motivation relies on factors like money, promotions, or recognition. Specific behaviors can reveal what’s lacking: low engagement in discussions, a reluctance to take initiative, or a lack of enthusiasm may point to an absence of internal motivation. If an employee's focus seems entirely on external rewards, like bonuses or titles, they may show resistance when those incentives are limited or unavailable.

I've found this better than just asking. Sometimes employees will tell you what they think you want to hear. After all, you hold the key to them keeping their job. Surveys and polls can have similar bias built in so you don't get the real story. The adage "actions don't lie" is what counts. You know who is enthusiastic based on how they respond to new tasks or in meetings. You also know who on your team only does the bare minimum or is generally indifferent to work, and who is a negative influence on the team

If you engage with your team, your team will be engaged. Energy is contagious, so doing walkabouts daily you can gauge the tempature of your team and intentionally impact their day in a positive way. Employees that feel valued make guests feel valued!

Actions do speak louder than words, which is why in order to know the level of enthusiasm of your employees observing their behavior is one of the best ways to go about it. Enthusiasm is not a quantitative thing that can be measured using polls and surveys, it is very subjective. If an employee who used to reach all the targets on time is suddenly struggling to work on a new project then you know that they are not motivated enough. After this, the manner in which you navigate through this becomes equally important as that determines the employees’ future motivation levels. Observing behavior and addressing motivation gaps promptly is very important to sustaining employee enthusiasm and long-term performance.

Employee enthusiasm manifests in the energy behind their interactions and actions. Sometime's what's left unsaid, hidden behind a hesitation or a withdrawal, can be just as telling. Reminding learns that engagement is a dynamic, evolving state that requires a consistent eye on - and nurturing!

It's important to look beyond the metrics and performance. Meeting targets doesn't always equate to passion - it might just be sheer obligation. Observing if it was done in a collaborative, creative fashion can help offer deeper insights. Truly enthusiastic teams don't just meet expectations, they push boundaries and seek ways to excel and elevate their impact.

The 3 Ms to get great results is Monitor, Measure, and Motivate! Creating incentives around preferred outcomes is a great way to change the behavior. Because what gets recognized, gets repeated!

Results don't equal enthusiasm. Many people can do their job efficiently and accurately, and can't stand where they work or their boss. Some people are enthusiastic and love what they do but take longer to achieve tasks and have more errors in their work. The two aren't necessarily linked. The metrics for enthusiasm are softer and can be harder to measure. You can't necessarily run a sentiment analysis in every team meeting to see who uses more positive intention words. You can track your observations to monitor changes over time or over projects to see if the quarter, deliverables or KPIs impact your team's enthusiasm

Some managers think that consistent productivity and performance can be an indicator of sustained enthusiasm, whereas declines might suggest disengagement. Though sometimes it cannot be the case. Good Results don’t mean that employees are happy where they are. I’m sure that an enthusiastic team would perform if the company offers a health work environment. Also, a well performed team will thrive above and beyond expectations.

In my opinion a well established and validated engagement model covers most relevant dimensions. Additional "hard" metrics such as fluctuation and sick leave provide further insights in the matter of engagement/enthusiasm. The qualitative dimension should, however, not be underestimated.

As an organizational psychologist, I have seen many employers becoming micromanagers in the name of keeping a track of results. That is not what we want to do! A simple check in about that new task, or a normal question on how that project is coming along, tell me if you need any help, is all you need to do to be in loop with what your employees are doing is good. And in return, their response and the result of the work, if those are in tandem or not, will definitely make you aware of their enthusiasm levels.

Simply, Seek the Good & Celebrate! All you gotta do is nurture and encourage the positive behaviors you want to continue to see, and you WILL!??

Personally, I’ve experienced how empowering it feels when my contributions are acknowledged, which reinforces my motivation and engagement. When teams are recognized, they take pride in their work and are driven to reach even greater heights. Establishing clear, achievable goals is key, and when teams succeed, it’s crucial that leaders and organizations celebrate those milestones. One company that sets a global benchmark in this regard is Salesforce. They excel in recognizing their employees' achievements through awards, public praise, and incentives. By celebrating successes, they cultivate a culture of appreciation and pride, reinforcing enthusiasm and long-term commitment across the organization.

Continued coaching has been a key to my success as a leader. By setting expectations and rewarding the behaviors you want to continue to see, you reinforce the habits and empower them to grow through it. This creates a culture where your team feels comfortable & confident to make descisions and ask questions without hesitation.

An employee's enthusiasm shines brightest in their desire to grow and develop themselves. It's a powerful indicator of commitment, showing that they’re not just doing the job—they’re invested in becoming better, learning new skills, and taking on challenges. This drive reflects a proactive mindset, one that seeks to contribute more and evolve within the company. When someone actively seeks opportunities to progress, it's a testament to their dedication not just to their own growth, but to the success of the team and the organization as a whole.

I couldn’t agree more with the idea that no leader can truly energize their team if they’re not at their best themselves. It’s not about never having a bad day—as leaders, we're human too. What really matters is maintaining your own enthusiasm. Constantly assess yourself, because it’s a reminder that you also need care, recognition, development and support, just like anyone else. And never stop pushing your limits; you're a role model for your team. Your growth and passion set the tone for everything they do.

This reminds me of a quote that I read a few days ago “You cannot serve from an empty vessel”. Just like that you cannot keep your team enthusiastic unless and until you yourself are. Humans are naturally inclined to mirror the emotions of those around them. As a leader, understanding this tendency is crucial. Your enthusiasm can inspire your team, while your negativity can dampen morale. Remember, leaders are also employees. Maintaining a strong connection to your work is essential for personal fulfillment and effective leadership. By embodying the values and behaviors you expect from your team, you create a positive and productive work environment where emotions mirror and reinforce each other.

Leadership is often viewed as a cyclical process, where the energy, attitudes, and behaviors a leader exhibits are mirrored by those they lead. This cyclical nature can be a leader’s enthusiasm or anxiety that profoundly influences the entire team. A leader’s ability to self-assess their enthusiasm is vital to maintaining a productive environment. Just as anxiety can spread throughout a team, enthusiasm can have the same contagious effect. However, understanding and gauging one’s level of enthusiasm may require more than introspection. It may be equally essential for a leader to seek specific feedback from others—whether it’s from peers, followers, or even family members—to get a more comprehensive view of how they are perceived.

The energy we bring everyday as a leader is vital it sets the tone. Its so important that we are a contagious energy that is undeniably seen, heard, and felt by everyone around us!

As a leader, it's so important to have self-awareness and an accountability partner (coach, mentor, peer, etc.). You'll have a more accurate depiction of your enthusiasm. And if you really want to dive in, have your team provide feedback on enthusiasm. There's nobody like the people that work directly with you to tell you how they experience you.

Employee enthusiasm and engagement are the heartbeat of a thriving organization. When employees are enthusiastic, their energy and passion radiate throughout the workplace, creating a ripple effect of positivity and productivity. Engagement is more than just showing up—it’s about bringing one's whole self to the task at hand, driven by purpose, curiosity, and a desire to contribute meaningfully.

Leaders must remain open to input from all levels of the organization - regardless of rank. Often, the most valuable insights come from those closest to daily operations, where early indicators of potential challenges can emerge. Staying attuned to internal dynamics is crucial because they often signal larger external issues—like a "canary in the coal mine," warning of danger ahead. Kodak is a classic example of a company that wasn’t set up to listen to all levels of input. Despite early warnings from employees about the potential of digital photography, Kodak’s leadership dismissed these insights. By failing to listen to voices throughout the company, they missed the opportunity to innovate, ultimately losing their market dominance.

Share a purpose to engage Knowing why we do what we do can be quite engaging, being asked to contribute to the realisation of a shared purpose with ideas, suggestions and reflections normally let us feel valued and important. Enthusiasm is linked to Purpose: the more you share it, the more you feel responsible for it; the more you can contribute, the more you’ll love giving the best.

Each person is unique, and as a leader, you may need different methods to gauge your team's enthusiasm. Ultimately, it comes down to how well you know your team, how effectively you can influence them, understand their goals, and help them achieve those goals. I've observed that teams tend to thrive and achieve more when they know their leader supports them and helps them excel. Have a clear vision in place, set goals with your team towards achieving them, along with their personal goals. Establish a continual review mechanism for betterment and growth. In the end, it wouldn't be wrong to say that as a leader, you reflect how enthusiastic your team functions.