Innovative Practices for Team Motivation - Boosting Employee Engagement

Employee engagement is a key driver of employee retention and company performance. However, employee engagement is often out of an organization's control and depends on team members' relationships, especially with their managers.

Creating organizational structures that empower managers to motivate their teams can help boost employee engagement levels. Bringing employees together for team-building activities, like retreats or volunteer events, can also enhance engagement levels.

1. Create a Culture of Collaboration

Employee engagement is the emotional and intellectual commitment that employees feel toward their work, coworkers, managers and the organization. It includes a desire to put in extra effort and work hard to achieve goals. It is different than employee satisfaction, which focuses on the general workplace experience and doesn’t consider individual motivations.

A culture of collaboration means that teams are encouraged to share ideas, skills, and resources. Employees can pool their efforts for a common goal and accomplish more than they could individually. Creating this type of work environment often requires organizational changes. For example, an outdated file-sharing platform might need to be replaced by a more collaborative one that makes it easy for everyone on the team to access and update documents.

When employees are not collaborating, they may feel disengaged and resentful of their employer. They might not complete their work and may back down from challenges that stretch them or have a negative attitude towards coworkers. If left unchecked, this can lead to active disengagement, or quiet quitting, which can hurt the company, team and global economy.

To prevent this, focus on fostering communication and encouraging teamwork. This may include providing meditation classes or healthy snacks in the break room. In addition, encourage feedback from employees and act on the information they provide. When feedback is constructive, employees will be receptive and feel valued.

2. Encourage Flexibility

In order for people to feel engaged in their work, they need to be able to see how their contributions contribute to company goals. Those who can't see a connection are more likely to become discontented, which can ultimately drive them to leave your organization.

One way to boost employee engagement is by providing flexibility in how and where employees can do their jobs. For example, offering a telecommuting option can help employees maintain a healthy work-life balance. This allows them to focus more on their tasks and can increase productivity.

Additionally, allowing employees to schedule their hours can improve morale and create an environment where workers feel like they are truly in charge of their own lives. Flexibility can also encourage a sense of community, which is another factor that helps promote team motivation.

Having managers who are well-equipped to have ongoing conversations with their teams is crucial to engagement. Managers are responsible for ensuring that employees know what their roles and responsibilities are, supporting them when needed, advocating on their behalf and helping them understand how their individual performance contributes to overall organizational success.

When managers provide feedback and recognition on an ongoing basis, they can show their employees that they are committed to their growth. This can include monetary rewards, such as extra days off and bonuses, or non-monetary rewards, such as spotlighting accomplishments in company publications or expanding job responsibilities.

3. Provide Comprehensive Health Benefits

Keeping employees healthy and satisfied is vital for any organization, and offering comprehensive benefits is one way to do so. From mental health days to stocking the kitchen with healthier snacks, providing these amenities is a great way to show that your company values employee well-being and wants to help them maintain their overall wellness.

Creating a culture of wellness is important to increasing team motivation. It’s also essential to provide opportunities for employees to learn new skills and advance in their careers. Having clear goals and a path to success can keep employees motivated, especially when they feel that their efforts are making an impact.

Engaged employees are incredibly productive, and studies have shown that they make up to 20% more in sales than non-engaged workers. In addition, engaged workers are more likely to go above and beyond the call of duty, such as volunteering or taking on extra projects.

Managers play a crucial role in employee engagement. Gallup has found that 70% of the variance in employee engagement is determined by a manager’s actions. Investing in the development of senior and middle management is an excellent way to boost team motivation. Providing training programs and seminars can give managers the tools they need to connect with their teams and empower them to be successful in their roles. In addition, encouraging regular check-ins between managers and their direct reports is a great way to stay connected.

4. Encourage Team-Building Activities

One of the biggest drivers of employee engagement is the sense of meaning and purpose in their jobs. Companies should focus on providing meaningful work and opportunities to collaborate with colleagues. It also helps to provide a clear vision and company values, so employees know what is expected of them.

Managers should make it a priority to meet regularly with their teams to discuss issues and to give feedback. The most effective managers listen and act on the feedback they receive from employees. Open communication encourages teamwork and builds trust.

In addition, companies should offer a variety of rewards for employee accomplishments. This includes social recognition, such as a public thank you or a company-wide email, and more tangible rewards, like a bonus, gift card or day off. Providing a wide range of rewards shows that the company values the hard work and efforts of its employees.

Additionally, implementing leadership training can help managers understand the drivers of employee engagement and develop their skills to promote it in their teams. Lastly, creating and encouraging employee resource groups (ERGs) can increase employee engagement by allowing employees to connect with other like-minded people. It can also provide an outlet for their passions outside of the office and create a connection to the mission of the organization. This can lead to a more engaged workforce and greater productivity. It can also foster a culture of collaboration and innovation.

5. Create a Vision Statement

When employees feel that their work aligns with the company's goals and vision, they can become highly engaged and motivated. However, it's not enough to simply write a vision statement and display it in the office or on coffee mugs.

Instead, teams should take a collaborative approach to creating a vision for the future that's inspiring and easy for everyone to remember. The process begins with a meeting where the team divides into groups and writes down ideas for the ideal future state of the organization. After sifting through the ideas, each group should share their thoughts and add or subtract as needed.

Once the list of ideas is complete, the team should hone in on one particularly compelling idea. It should be a goal that's ambitious but achievable, and it should describe how the team will achieve its vision in a way that's unique to the group.

During the writing process, try to avoid using buzzwords or industry-specific vocabulary. These terms can make a brand seem aloof and out of touch with everyday people. Instead, try to think about how a friend or family member would explain the concept, and then use that wording to create your team's vision statement. The simpler and shorter your vision statement is, the easier it will be for your team to remember and internalize. Ultimately, this will help them engage with the brand and drive positive results.

6. Hold Accountable Employees

Providing meaningful recognition and rewards is another way to boost employee engagement. When employees feel appreciated, they are more likely to work hard and take ownership of their work. Whether it's through monetary incentives, public acknowledgment, or career development opportunities, employees need to know that their efforts are valued.

However, merely holding team members accountable without establishing clear expectations will only serve to demoralize them. This is because employees will have a hard time performing to their full potential when they are unsure of what their responsibilities and duties are.

The best managers understand each team member's unique strengths and weaknesses and use these insights to align their work with their talents. When they do this, they can motivate their teams to produce high-quality work that is in line with the company's goals.

Holding employees accountable can be difficult, especially when you're trying to keep the whole team motivated. Rather than focusing on punishment and blame, leaders should encourage accountability from a place of curiosity and learning, says Jenn Lofgren, founder of Incito Executive and Leadership Development. This means having open conversations with employees about their responsibilities and setting clear expectations. Moreover, leaders should make it clear that they are there to support and advocate for employees when necessary. This will ensure that every employee can succeed in their roles while achieving a healthy work-life balance. By following these innovative practices, companies can increase employee engagement and drive business success.