Are you a team leader managing a team of employees?

No matter how experienced you are, working with each team is a different experience.

Things that worked with one team probably won’t work with the other. If you’re constantly looking for ways to engage employees, you’ll find this article useful.

Here are 5 essential employee engagement facts that every team leader should know

1. Individual employees engage differently

Employee engagement is often talked about or thought of as a group action. But in reality, it means different things to different people.

A lot of how people engage at work has to do with why they’re there in the first place. An employee might be working at your company because that’s what he is truly passionate about. Another might be there just for the money. Someone else may have a completely different reason.

How employees engage at work also has a lot to do with how they’re treated. An employee who is constantly appreciated for their work may engage excellently. Someone whose efforts aren’t recognised may not feel the connection at all.

Personality traits also have a lot to do with this. Just because someone is visibly excited about coming to work doesn’t guarantee that they’re committed to the company.

An introvert who barely talks might care more about the company’s vision and goals than anyone else. Click To Tweet

The problem is, your idea of an engaged employee won’t always be right. The sooner you understand this, the better it is.

2. Internal communication can make or break it

Lack of communication can make teams fall apart. If the leader is constantly missing or unapproachable the team will be left wondering what’s wrong.

To ensure a positive work environment, having a strong internal communication strategy is a must.

Did you know that organizational communication is responsible for 23% of the variance in employee engagement? Whereas, supervisor communications account for a massive 32%.

At the end of the day, it is really important that you put a good internal communication strategy in place and execute it well.

3. Work engagement can exist in the absence of employee engagement

The terms employee engagement and work engagement are often used as synonyms. But they’re two very different concepts.

Work engagement reflects an individual’s commitment to their role. While employee engagement is about committing at an organizational level. Click To Tweet

The British National Health Service had a really interesting observation.

Medical personnel were found to have low energy, persistence and willingness to invest effort, dedication, enthusiasm, inspiration and pride for their role.

But on the other hand, they had high levels of absorption in their work which was measured by how quickly their shift passes and how difficult it is to leave when their shift ends.

The first one is an example of employee engagement. And the latter is an example of work engagement.

Keep in mind that employee engagement and work engagement are two separate things. Figure out what your employees have or lack. And design your employee engagement strategy based on that.

4. A trusting environment is the key to a happy workplace

A lot of leaders complain about employees always lying to leave early or take a day off. In most cases like this, the problem isn’t with the employee. But their managers who make them uncomfortable about sharing the truth.

As managers, you must understand that employees do have a life outside the office. They might have a family emergency to attend to. Or a get-together they want to attend.

As long as it isn’t affecting their work quality, don’t judge them for things they do.

In fact, the more you trust your employees, the more likely they are to succeed at work.

5. One unhappy employee can demotivate the whole team

Your employees work as a team. They spend more time with each other than with you. If a team member is upset or constantly demotivated, they’ll be the first ones to notice.

They’re also very likely to discuss their problems with each other. If an employee is unhappy or has a negative attitude, it’s very likely to rub off on the others.

As a team leader, it’s your responsibility to identify and address a problem before it escalates. Sadly, issues like this can’t be identified easily. The best possible way to ensure that everyone on the team feels appreciated is being reachable. When a team member has a problem, they should be able to talk to you about it. This is one of the most important qualities a leader must possess. But sadly, it is also one of the most difficult qualities to find.

Douglas Conant has rightly said, To win in the marketplace, you must first win in the workplace.

Keeping your employees happy and engaged is of utmost importance to your company’s success.

Do you invest in employee engagement for your company? What’s the #1 employee technique you use?

Are you struggling to keep employees engaged?

d’frens helps companies like your organise team building activities, experiential learning and internal communication solutions to keep employees engaged and motivated.

If you’re looking to pep up your employee engagement program, get in touch with us.

Our services include – Team Building that employees love, Experiential Learning that makes employees smarter and Internal Communications that all employees understand.

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July 25, 2019 in Blog