7 Ways to Get Your Team Members More Engaged

 

1. Define realistic engagement goals in every day terms. Make lofty objectives meaningful to employees’ day-to-day experiences. Weave engagement into daily interactions and activities by discussing how you want employees to involve themselves with team tasks and goals at weekly meetings, planning sessions, and in one-on-ones with employees.

2. Find ways to connect with team members individually. A number of variables play vital roles in shaping a team member’s workplace experience – from generation to gender to career. Managers should know the talents and needs of each employee.

3. Show you care about your team members’ work and lives. This is especially important for Baby Boomers in the workforce.

4. Focus on and develop employees’ strengths. Building employees’ strengths is far more effective than trying to improve weaknesses, and it boosts engagement. Gallup says that emphasizing strong points can nearly eliminate active disengagement, and could double the average of U.S. workers who are engaged. People who use their strengths every day are six times more likely to be engaged on the job.

5. Help employees verbalize and internalize what the company’s mission and purpose means to them. For a lot of people, having a strong sense of what their organization stands for boosts their engagement, especially when their values are aligned. In short, being able to connect work to a sense of purpose is a key way to raise engagement.

6. Extend and intensify the engagement level of new team members.Employees are as engaged as they will ever be during the first six months of their tenure at an organization. To increase this level early on, consider pairing a new hire up with a workplace friend or mentor who can show them the ropes and provide plenty of recognition for their early efforts. This plan can also develop a strong sense of teamwork in your group as well.

7. Enhance employees’ well-being. Don’t expect employees to compartmentalize their work lives and their personal lives. It’s the whole person who comes to work – and each employee’s well-being influences individual and organizational performances.

SOURCE:liquidplanner.com