Increase Employee Engagement To Boost Team Performance
Employees want to be seen, heard, and valued. This is not new information, but it is a new year and a perfect time for reflection and renewal. One of my favorite yoga teachers, Jeanne Heileman, says this period between the winter solstice and January 14 is “rich for evaluating oneself to make changes, intentions, and adjustments to behavior in life.” There is a reason why it is known as the hibernal solstice. I like to think of it as a time to shed our outer layer and emerge with a fresh view and new opportunities.
In my work with corporate teams the best way to increase influence and make a positive impact as a leader is to change policies and behavior.
As Adam Grant says, when we gain new information, we get to change our minds and try again.
We get to do it differently. It doesn’t have to mean some grand gesture and big recognition that we screwed up or made a mistake. Imagine you are a curious anthropologist and you have just learned something new about the people in your organization. You will not get very far by doing things the way you used to do them. This is an opportunity to adjust your behavior and begin again now.
If you are struggling with increasing employee engagement or if you would like to increase inclusion, belonging, and well-being, here are five ideas to try. If you do these things already, I would love to hear about it. If you find it to be challenging, let me know. If you haven’t tried it yet, guess what – tomorrow is a brand new day.
1. Show appreciation for your team. Say, “Hello. Welcome. I am glad you are here. Thank you for…” How does this look remotely? Use your communication channels. Celebrate each other with a group shout out and let the team be part of the celebration. Make it personal by private message or on a 1:1.
2. Set people up for success. Let people know you want them to succeed. If you don’t, why did you work so hard to recruit them? Show them that you want them to stay. Identify the opportunities and challenges and let them know what you are looking for. Set clear expectations and communicate early and often
3. Ask questions and listen. You don’t need to take on all of the emotional energy of all of the people on your team. Just be with them and acknowledge that you see them and understand what they are feeling or experiencing. Then work together to co-create a thriving workplace.
4. Connect to your Vision. Culture is the output of the everyday practice. It is not a set of words but the behavior that matters. People want to be part of something meaningful. Once you have a clear vision and values, consider holding a workshop to connect everyone to the overall vision.
5. Reflection. Do you have policies and procedures in place that are hindering team performance? Use this time to reflect on your systems and protocols. Is the right behavior getting rewarded? Do the policies lead to an equitable workplace? Diversity is more than a headcount.
#employeeengagement #leadership #DEI