Keeping employees engaged and satisfied should be a top priority for all team managers. After all, happy employees are productive employees. The good news is, getting people engaged at work isn’t as difficult or expensive as many employers think. Read on to find out about the ten golden rules for keeping a team engaged, whether they’re working in-person or remotely.
1. Clearly Define Vision
To stay on track, employees need to know not just what’s expected of them, but how their work fits into the larger picture. Team managers should clearly define the company’s vision and how each department and the work performed by each individual team fits into it.
2. Give Employees Relevant Tools
It’s a mistake to just assume that workers know what’s required of them and have all the training and support to live up to those expectations from the get-go, especially in today’s complex office environments. Tools like hybrid work employee engagement software make it easier to keep entire teams on the same page, even when some employees are working remotely.
3. Improve Communication
Effective communication is the key to creating a positive company culture. Team leaders, managers, and employees should all be able to work together to achieve common goals. Improve communication by scheduling regular meetings, sending out updates via email and newsletters, and welcoming constructive criticism from team members.
4. Keep Everyone Involved
Involving key team members in planning and decision-making is a great way to boost engagement. When people are asked for input, it empowers them and leads them to feel that they have a vested interest in a project’s success.
5. Provide Feedback
While periodic reviews can be very helpful for keeping employees on track, regular, immediate feedback is often more effective. Schedule one-on-one meetings with team members to discuss issues and project progress, and don’t forget to acknowledge their contributions. Positive feedback can be an excellent motivator.
6. Create a Supportive Environment
Problems can arise in any workplace. It’s how managers handle them that determines whether or not they lead to lower employee satisfaction and engagement. Try to create a supportive environment and treat all team members with respect, even when discussing contentious problems.
7. Pay Attention to Employee Morale
Good managers and team leaders always pay attention to the big picture. Maintain a positive attitude and pay attention to employee morale. If it seems low, think about organizing a fun activity to catch people’s attention and get them motivated.
8. Create Opportunities for Career Development
Employees usually work harder if they feel that they’ll be rewarded for their efforts. Provide high-potential employees with the training they’ll need to move forward in their careers. Even if they can’t move up to management immediately, these team members will be less likely to leave if they feel they have a future at the company.
9. Try to Avoid Downsizing
Layoffs are a morale killer. If the company must cut costs, make every effort to find other ways to do it while retaining valuable employees. Most teams respond better even to pay cuts than to the uncertainty of job insecurity.
10. Create Incentives
Incentive programs send a message that employees who work hard and stay engaged will be rewarded. The incentives don’t need to be elaborate or costly, either. If the budget is tight, get creative.
Get On Track to Increased Engagement
If managers and team leaders have noticed morale begin to drop, they shouldn’t wait around to see if the tide will change on its own. It takes work to keep employees engaged. Start with the tips above and see how each of them impacts engagement and productivity in its turn.