What do you do if you want to boost employee engagement in your startup?

Know Your People. Simply, get to know them, get them decent orientation and onboarding experience. Connect with them in humanistic and natural manner. Feel free to set up file for personnel profiling. At our organization in my company's leadership development program, I found using Myer Briggs Testing Indicator interesting and interactive for the managers and their teams. It allowed team bonding where it lacked accuracy. It was engaging and allowed people to know about each other and themselves. Also, we used Predictive Index for personality test. As a leader, I also asked my managers to use their insights to work on SWOT analysis for their teams. Lastly, in every interaction with people and teams, I encourage Ice breakers.

Engagement is like a bespoke suit — it fits best when tailored. Forget one-size-fits-all; your employees need to feel like the office is their own tailor-made workspace.

Often, people don't remember what leaders told them. They remember how leaders make them feel. While trying to discover surface-level problems, what might be most helpful in providing support and resources to your team members, is to be proactive in creating time to listen to individual or small group members. One of the 7 habits of highly effective people, is to seek first to understand and then to be understood. I would argue further. Additionally, seek first to listen and then speak to share your opinions. Remember to make your team members feel cared for. This is most important, when you want to understand your employees at best.

From my perspective: Foster a positive work culture: Cultivate a supportive and inclusive work environment where employees feel valued, respected, and motivated to contribute. Encourage open communication: Establish channels for regular feedback, dialogue, and idea-sharing to empower employees and foster a sense of ownership. Provide opportunities for growth: Offer professional development programs, mentorship, and career advancement opportunities to help employees develop their skills and progress in their careers. Recognize and reward achievements: Acknowledge and celebrate individual and team accomplishments, whether through verbal praise, awards, or other incentives, to reinforce a culture of appreciation and recognition.

Boosting employee engagement in startups hinges on fostering a culture of transparency, autonomy, and belonging. Transparent communication about the company's journey builds trust. Empowering employees with meaningful responsibilities and the freedom to innovate connects their work to the company's mission, fostering engagement. Creating an inclusive environment where every voice is valued strengthens a sense of belonging. Encouraging professional growth and embracing flexible work arrangements further enhance engagement, driving innovation and growth in the dynamic startup ecosystem.

Communicating a clear, compelling vision energizes the team. It gives a reason to invest time and energy and have something at stake. You should align the team with what the company is trying to create and achieve. Besides, you should continuously do so, especially get employee feedback, to ensure all are contract. Moreover, employees are the ones who know best how to deliver the goals and vision. In communicating, make sure you also make clear for people what the company values, and get feedback from employees to know calibrate them you make sure there is alignment between company's values and people's values.

Hmm. Vision and values are not finite statements to tell people. They are standards ideas and binding directions that unite people in their differences. They should be a part of every conversation and every action. If there has been no active conversation about these at every level of organisation, the people can only engage with their own idea or feeling of what’s wanted. Or what they want. Engagement takes commmitment. No one will commit to anything that stands unchallenged, unexplored or misunderstood

Having your values and mission open and disseminated to everyone is a factor that helps in employee engagement, this way everyone knows what they are working towards.

Innovation and creativity are great attractions to start-ups. Ensure you have a culture where people can contribute by implementing new projects that challenge their creativity and innovation. People also join start-ups because of the reward in the mid-term (3-4 years). Ensure you have a reward program that keeps them investing in the company, including time and economic rewards, so they stay motivated with the company's project.

To boost employee engagement uniquely in a startup, I implement a "Passion Project Program" where employees dedicate a portion of their work hours to pursue personal projects aligned with company values. Hosting "Innovation Cafés," I create a forum for cross-departmental collaboration and idea-sharing, fostering a culture of creativity and innovation. Additionally, I organize "Gratitude Gatherings" where team members publicly recognize and celebrate each other's contributions, enhancing morale and camaraderie. By nurturing individual passions, facilitating collaboration, and fostering a culture of appreciation, we cultivate a deeply engaged and motivated workforce.

Recognizing your employees formally and informally helps them feel recognized and can come to work with greater energy and engagement. Increasing the sense of justice.

In a startup environment, nurturing employee engagement is crucial for success. One effective strategy is providing regular feedback and coaching. Encourage open communication, constructive criticism, and recognition of achievements. Offer personalized coaching sessions to support professional growth and development. This fosters a culture of continuous learning and improvement, boosting morale and productivity. Remember, engaged employees are more committed, innovative, and loyal, driving the startup towards its goals. By prioritizing feedback and coaching, startups can cultivate a thriving workplace where employees feel valued and motivated to contribute their best.

When you have the feedback process established in the company, it facilitates the development and also the engagement of employees, as each one will know what are the points to be improved and the strengths.

Ensure you have a culture that fosters communication in both ways: you inform employees and get feedback from them. Specially design spaces where employees can contribute with action plans, strategies, and how to move towards the company's vision. Use agile methodologies like Design Thinking to capture the employees' ideas and ensure implementation strategies to achieve the vision.

Nothing can be better than involving employees.. I recall about a format with the title "More About You" . It asked employees to share their areas of interest..The results were collated based on those having common interests i.e. Sports, Drama, Debates, Public Speaking, etc. Teams were formed and Companywide initiatives organised. What an awesome way to empower and involve employees..

Empowering and involving employees, by valuing their contributions to the development of the business is a testimony of trust and inclusivity. Empower implies opening the door to critics either positive or negative, taking the feedbacks and work on them in a constructive way together with the employees. It also necessitates that an assessment be made few months later to see how the insights have impacted the company's performance. Employees need to feel their added value, that they are listened to and respected and that is definitively a path to it !

As an executive coach, I've seen firsthand the magic that happens when people inject some fun into their work. Back in the day, when teams were all under one roof, it was a breeze to create that energy. But even now, with everyone scattered, it's still vital. It's not just about lightening the mood; it's about fostering a positive environment where creativity and productivity thrive. So, let's get creative together and find unique ways to infuse joy into the workday, no matter where we are. Trust me, it'll make a world of difference in our progress and morale.

To cultivate a vibrant workplace culture, prioritize the well-being and enjoyment of your team. Encourage open communication, provide opportunities for personal growth, and foster a sense of belonging. Incorporate fun activities like team-building exercises, themed events, and wellness initiatives. Recognize and reward achievements, promoting a positive atmosphere of camaraderie and appreciation. By investing in the happiness and fulfillment of your employees, you not only enhance productivity but also lay the foundation for long-term success in your startup journey."

I remember having started a monthly activity where a guest speaker will share thoughts on general topic. After the session MD will share the stage and Q & A session will be held..MD will have a two minute address and it will conclude with high tea . Three things happened: A new topic discussed, Interaction with MD, informal group conversations during high tea. Pick up the idea and go do it ..

To enhance employee engagement in your startup, prioritize communication, fostering a transparent and inclusive environment. Encourage open dialogue, valuing employee feedback and ideas. Implement recognition programs to acknowledge achievements and foster a sense of belonging. Offer professional development opportunities, empowering employees to grow within the company. Cultivate a positive work culture that aligns with company values, promoting teamwork and collaboration. Provide flexibility and support for work-life balance, demonstrating care for employee well-being. Ultimately, investing in your team's engagement leads to increased productivity, creativity, and loyalty, driving the success of your startup.

Engagement is really a much simpler thing than many think - it's about the little ways you communicate in each conversation you have with your team, not the big events you might put on or the software you employ. If there's one thing I don't see enough of, it's simple questioning. Ask more questions. That's it. When employees feel seen and heard both in terms of how they feel and what they've done, they'll trust you more and want to work for you. It really isn't complicated, but it's not easy if you're used to only giving your opinion and trying to showcase your expertise at all times.