What are the best ways to keep your team engaged and satisfied at work?

Employees come to work and that’s the best way to keep them engaged. Here are some of my thoughts on how we can keep them engaged 1. Give them meaningful work, things that will excite them, challenge them 2. Mento , guide& coach them to achieve success rather than evaluating past misses 3. Celebrate small wins along with them and reward appropriately 4. Connect with them at a personal level.. A famous quote says ‘For all these years, you had my hands, you had my heart and mind for free’

Keeping a team engaged and satisfied at work is crucial for productivity, morale, and overall success. Here are some effective strategies to achieve that: Clear Communication Recognition and Appreciation Work-Life Balance Autonomy and Empowerment Team Building Activities Wellness Initiatives Inclusive Culture Feedback and Improvement Clear Goals and Expectations Remember that every team is unique, so it's important to assess the specific needs and preferences of your team members and adapt these strategies accordingly.

Keeping your team engaged and satisfied at work involves various strategies. It isn't achieved just by one or two methods. Maintaining team engagement and satisfaction involves promoting open communication, recognizing achievements, providing growth opportunities, ensuring work-life balance, granting autonomy, fostering a positive work environment, setting clear goals, organizing team-building activities, valuing and acting on feedback, and equipping the team with necessary resources for efficient task completion. Perfect combination of these can significantly enhance team satisfaction and productivity.

As leaders, we demonstrate the behavior we hope to inspire in our team, and as actions speak louder than words, our conduct sets the tone for our team's work ethic and morale. We must embody the positivity, empowerment, and integrity we desire to see in our colleagues. As humans, our team desires to be heard, seen, acknowledged, and supported. They are the micro tribe in the macro environment of the organization. Our responsibility is to help bolster their confidence, amplify their pride in performance, and provide constructive feedback, challenging projects, and learning opportunities to stretch and grow to keep them engaged, and satisfied and work collaboratively with purpose.

Research says people leave companies when they don’t see career and development opportunities. Some thoughts on keeping the team engaged and motivated : - Provide meaningful career and development opportunities.. Challenge them.. Stretch them.. Give meaningful work.. They need to enjoy work, and not just do it! - Spend time beyond work. Connect with them in personal level. Have conversations beyond task. About family, self etc - Have detailed career conversations. Give them a message that you care for them. - Be kind and compassionate. But it should be authentic. - Role model behaviours. A team looks upto the manager. - Last, take responsibility of failures by yourself and give credit of success to team. It makes a lot of difference!

Nowadays, fatigue sets in pretty early, and hence the ability to give glimpses into future roles through carefully curated learning opportunities that focus on 'Learning by Doing' or even traditional upskilling is crucial to ensure your people know you're on their lookout for success!

I believe and have experienced celebrating success always brings positivity and a zest to accomplish more! You can start small by writing personalized notes or emails acknowledging their work. Announce their success over team lunches and dinner. Aid in their growth career trajectory. These go a long way.

Bring out the best in them. Throw a few challenges and support them to achieve the same Never ever blame your team in front of others. Be grateful and thankful for them Seek feedback and create an environment where they can openly disagree or provide diverse opinions and conclude decisions Care for them

A grt team is not built in a day but over time. 1)Start with knowing each other, knowing what each individual in the team likes and whats their aspirations, what are they passionate about, what ticks them off or gives them a kick. 2)Know them and let them explore things, do NOT micro manage but let them come out with solutions. 3) Guide them, let them take up dif projects of interest to them and not necessarily with you as a leader. 4)Create visibility for them by giving opportunities to present their projects to leaders and let them know u have their back. 5) Pass all credits to them and take the brick bats. 6) Let them grow their wings and fly even it means letting them move to dif teams at the end of the day u are as good as ur team.

Giving employees autonomy to determine the best way to approach their work is a key driver of employee engagement. When we think of lack of autonomy, we usually think of micromanagers who control the details of when, where, and how work gets done. Effective leaders are skilled in providing autonomy by maintaining a mindset that individual employees know what is best for them. As a leader get skilled in painting a picture of what the finished work product looks like or what your expectations are up front. Building trust through open communication creates safe spaces for employees to come to you when they're stuck.

Work towards creating a Condusive Smell of the Place: Team members love working in a place where with every step they want to bounce and run.They don’t want to work where it’s hot and humid!! This is the manifestation of efforts of leadership behaviours like connecting with people and spending time in listening to them !! This is where the ultimate difference is created !!

Encourage Leadership: There will be occasions when, in your role as manager, you must step back and let those around you to carry out the presentation independently. Demonstrate the belief in them if they are to be enthusiastic about their work and push for only the best results. Allowing people to demonstrate their leadership and abilities without any intervention from managers is a fantastic way .If they lack confidence, assist, mentor, and uplift them until they do. Recognise their efforts even if the outcome isn't what was hoped for.Offering your team opportunity to attempt new things will show them that you believe in them and inspire them to work harder.

Help them help themselves, encourage them to take up their own discovery journey not just professionally but overall as an individual and be the partner and guide in it at your best. Communicate clear and straight, give them the directions and assurance to work fearlessly.

I feel it’s key creating an environment that feels safe to speak openly, to share and learn from each other. It’s also about building relationships and mutual respect. Get to know people as individuals, what motivates them, what they care about, their values.

Meaningful work and effective communication are essential for employee engagement and satisfaction. Work should provide individuals with a sense of pride and achievement through challenging and rewarding responsibilities. Communication should encompass all formal/informal conversations regarding role clarity, feedback, appreciation, listening to them, knowing them, and coaching and partnering with them in building a collaborative work environment.

Consider keeping development and career goals at centre, in first conversation with a team and team members I usually start with this "In larger scheme of things we will spend little time with each other so let's make it worthwhile and enjoyable and focus on career development" This helps me as a manager to look at individuals beyond the current organization goals and focus more towards individual development.