What do you do if your team is not engaged?

If your team is disengaged, you should consider that something has already been going wrong instead of rushing into action. Before addressing disengagement by improving recognition or communication, you should ask yourself why they weren't established in the first place. Starting to listen to your people actively will not solve the problem if they don't trust you enough to share their actual concerns. The first step is identifying the root causes and building trust with the team. If you can convince them that and why you care about improving engagement and morale, they will help come up with solutions themselves — from growth opportunities to open dialogue to clearer expectations.

If my team is not engaged, I would first seek to understand the root causes of their disengagement by actively listening to their concerns and feedback. Then, I would take proactive steps to address these issues by fostering a positive and inclusive work environment, providing opportunities for professional development and growth, and recognizing and rewarding their contributions. I would also encourage open communication and collaboration, seeking input from team members on how to improve engagement and morale. By actively involving my team in the process and demonstrating my commitment to their well-being and success, I would strive to re-engage them and cultivate a motivated and productive team.

In my experience, leveraging resources from your local chamber, like networking events and professional development opportunities, can be incredibly beneficial when combating disengagement. Let your team know about the various networking events hosted by the local chamber. These events provide valuable opportunities to connect with other professionals in the community, potentially sparking new ideas and collaborations. Sometimes, a change of scenery and meeting new people can re-energize a team. Chambers often organize workshops and seminars on a wide range of topics relevant to businesses. Not only do they offer valuable insights and skills, but they also show your team that you're invested in their growth.

To tackle disengagement within your team, first, open up lines of communication. Encourage honest feedback and actively listen to their concerns. Next, identify the root causes of disengagement, whether it's a lack of recognition, unclear goals, or poor communication. Once you understand the underlying issues, work collaboratively with your team to implement solutions. This could involve setting clear goals, recognizing achievements, or providing opportunities for professional development. Finally, foster a positive and inclusive work environment where everyone feels valued and motivated to contribute their best.

Clarity Of Our Words From the leadership perspective, clarity of our words requires us to increase explicit communication and expectations and decrease implicit communication and expectations. Explicit expectations are stated outright – we know exactly what is expected of us in detail. Implicit expectations are those that we figure our team will magically “figure out.” Clear and consistent communication (meetings, phone calls, emails, texts) are key. Why? Communication reinforces the areas/tasks the employee “owns” and reminds them that their managers are easy to approach and willing to listen.

Clarity Of Goals And Expectations When done well, performance management has a positive impact on employees. What performance management lacks is going above and beyond the basic annual review. According to Gallup, managers need to help their employees set work priorities and performance goals. When managers help set performance goals, employee engagement is 69%. If managers do not help set performance goals, 53% of employees are actively disengaged. The statistics are the same when managers help employees set their work goals. Simply put, your team wants your input and feedback on goals and expectations.

When employees use their strengths, they are more engaged, perform better and are less likely to leave their company. 71% of your team are actively disengaged when you, as their leader or manager, focus on what they have not done well. Weaknesses shouldn’t be ignored, but a strengths focus offers managers a better chance to develop individuals in the context of who they are, instead of attempting to change their personalities. If you want your team to grow, let them use their natural talents. What made you want to hire them? Our clients have found that by creating an environment where an employee’s natural skill and knowledge can shine encourages these employees to stretch, grow and provide great value to the company

Eu forneço feedback de forma clara, rápida e direta, acreditando que uma boa conversa tem o poder de elevar o desempenho para outro nível. Além disso, demonstro meu comprometimento prático com o progresso da equipe.

Offer Professional Development Training Opportunities: Provide access to courses, workshops, and seminars that can help team members grow their skills. Career Pathing: Work with team members to develop clear career paths and support their progression. Improve Work Environment Optimize Workspaces: Create a comfortable and stimulating work environment. Work-Life Balance: Encourage a healthy balance between work and personal life.

Lead by Example Model Engagement: Demonstrate your own commitment and enthusiasm for the work. Be Accessible: Make yourself available to team members for guidance and support.