Enhance employees’ well-being
It’s of vital importance for employees to participate in their task enthusiastically. Every manager thrives to connect every individual to their team to the company’s vision for a procedural growth of a project. But how can managers attain this simple but not easy goal of employee engagement?
Let us consider some traits when it comes to classifying the team viz. Engaged, Not Engaged and Actively Disengaged. People who lack emotional connection with the work and work only for a paycheck would be classified as non-engaged employees. Actively Disengaged employees are people who are disinterested to work, who dislike their manager and company and spread negativity amongst other known causing a negative impact. According to a study, only three to four people out of 10 in a team are actively engaged and actually like their job. The rest six to seven people fall into the other two traits, not engaged or actively disengaged.
Managers constitute to 70% of team engagement and play an important role in the overall success of the team. Managers are like the quarterback of a football team. They direct the plays, set the tone and influence the whole team with their confidence, energy, and mindset. So managers need to be conscious of the energy and belief system they are contributing to the team. Here are some employee engagement ideas that managers can adapt and develop their team.
Knowing the strength of each person in the team
It’s essential to know how uniquely each person contributes to your team. A strengthened approach is empowering and helps employees naturally focus on ways to manage conflict, communicate, share their voice, build relationships, execute, think strategically, influence and build trust using their strong points. You can learn more about your strengths via this assessment.
Brainstorming and asking better questions to evaluate employees
The quality of your questions determines the quality of your relationships. Every manager needs to ask questions that focus on the crucial issues and let their team know that an individual cares. A few examples to ask each person on the team include: Are you clear on what success looks like in your role? What are you excited about in your role and what gives you the utmost satisfaction? What would you like to make the most of this year? and so on. Managers also need to ask better questions to understand issues from all viewpoints and resolve conflicts in a timely manner to reduce any team drama.
Listening means more than just being present in a conversation. It means listening to what somebody is saying and assuring them that you’re concerned. This includes not finishing or interrupting a sentence even if you know the answer. Being attentive to the employee while he/she speaks is also important. It can be helpful to rephrase back the significant takeaways so the person knows you had comprehended and heard their concerns. Listening is a challenging task and takes effort but it helps you connect with your team on an authentic and influential level.
Recognize the people in your team
Everybody wants to feel that they matter and recognition is the perfect solution. Managers play numerous roles in a company including being individual contributors, developing every individual in their team and being responsible for encouraging the team to achieve set performance goals.
Intensify the engagement level of new members.
Employee engagement is at its peak during their initial months of an individual’s service to an organization. To increase this level at an early stage, try pairing a new hire up with the best suitable ideal mentor who can show them the pulleys and provide plenty of acknowledgment for their early efforts. This plan can also grow a strong sense of teamwork in your group as well.
Enhance employees’ well-being.
How to motivate employees to work efficiently? Do not expect your employees to compartmentalize their work and their personal lives. It’s the whole person who arrives at work and each employee’s well-being does impact individual and organizational growth. The employees who are engaged in their jobs are usually in better health than employees who aren’t. For a team manager, there are always means to improve the experience and performance of his team member at work. Managers can also carry out employee engagement activities or employee engagement programs to accomplish complete employee satisfaction.
These are the things that employees are constantly concerned about as they navigate ways to elevate their engagement at work, but the management remains unaware of such concerns. Similar to how a wise man may forfeit his fortune when he does not believe in himself; the wise leader forfeits his leadership when he fails to engage his employees.
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– Poonam Yadav