How to Maximize Your Team's Engagement

According to a recent research from Gallup, workers in Europe are the least likely to find their work meaningful or feel connected to their team or employer. About 13% of respondents in Europe said they were engaged at work while 72% were "not engaged," putting in the minimum effort required, and 15% were "actively disengaged," undercutting their employers' goals. Given that disengagement leads to declined productivity, team cohesion, customer value, and ultimately, less profit, coming up with more effective ways to engage your is not but of utmost importance for every business to have sustainable success.

So, what are the key factors that affect your team's engagement? Although there's a lot to be said on this topic, there are 2 fundamental ones:

1) Alignment between an employee's job and passion

2) Relationship with their manager

1) Alignment between an employee's job and passion

How much joy and energy do your people draw from their jobs? More specifically, how aligned are their daily tasks with what they're really passionate about? The greater the alignment, the higher the engagement. What are your colleagues' greatest talents and passions? And how can the latter bring value to the company? These are the questions you need to help your team answer.

There is no one-size-fits-all answer, but here are a few approaches you can take: First, make sure that your people are well aware of their talents and passions. The fastest and most effective to achieve this is to consult an expert who will help them discover their values, life vision, purpose, interests, favorite strengths, and favorite skills. The harmonic intersection of these 6 components generates one's greatest passion. Once you clarify your people's passions, start brainstorming with them on how their passions can 1) align with their current daily tasks, and 2) bring value to the company.

Do they have a great voice and work as receptionists? Great! Encourage them to surprise your customers with their performance. Do they draw well? Let them create personalized drawings for your guests, or design new branding materials for the organization. Do they love communicating and connecting with people? Offer them more opportunities for exposure.

2) Relationship with manager

One's manager can have a big impact on their career and life, positive or negative. As a leader, like it or not, you always are a role model for your team. So, act like one. What does this mean?

First of all, you are bestowed with the responsibility and privilege of creating an emotionally safe workplace, one based on trust and respect. One of the best ways to do this is by both being and acting as a servant leader. That is, a leader who prioritizes their team's happiness and well-being over your social status, image, and ego. A leader who is genuinely open, ready to get their hands dirty for the sake of their team and company, as well as a lifelong learner, always eager to learn and improve, regardless of previous success, knowledge, or experience. After all, humility is a quintessential quality of servant leadership. Easier said than done, of course.

Furthermore, a servant leader is a master listener. They always pursue feedback, actively and consistently, from their teams. In fact, on a daily basis. However, making asking for feedback a habit is just the beginning. You need to consistently act on it too. Actively asking for honest and constructive feedback from your team can be nerve-racking, but you've got to do it anyway.

And when you do, it's still not enough. You have to actually do something with it. Truth to be told, you have to make the most out of it lest you want to hinder your personal growth and have your team think that you don't really care about their perspectives and feelings.

Being aware of your weaknesses, how you are perceived by your colleagues, and overcoming the inherent fear of social judgment is the real price to pay for becoming the best version of yourself, both as a leader and a person. It's uncomfortable, often painful, but definitely worth it.

A first step would be to practice asking your team on a daily basis: "What can I do for you today?" And on a weekly basis, "What would you like to see more from me?"

Assertively seeking feedback will significantly boost your team's engagement because it fulfills a fundamental need of theirs: the need to be seen, heard, felt, and acknowledged.

What do you do to listen to your team's heartbeat? Feel free to share in the comments below!

#employeeengagement

#jobsatisfaction

#productivity