4 Methods To Create An Engaged Team

At one point in my career, I was not involved in my company growth. I went to work, not because I loved my job, but because it was the right thing to do. Well, in my defense, I had my reasons, just like every disengaged employee.

But for any company, employee disengagement is not a laughing matter. It’s like a bad cold that spreads around within the organization. It’s a problem that affects growth and culture and becomes difficult to fix over time.

However, with goal setting, good communication, and effective performance review, a company can easily turn things around.

The best time to plant a tree is 20 years ago. The second best time is now.

Chinese Proverb

Here are 4 methods you can try out to have an engaged, healthy and productive workforce. Do this to boost your company’s growth.

1- Goal setting

It is commonly said, if you fail to plan, you have planned to fail. If you don’t set clear goals, you can’t know where you are going, how to measure your level of success and keep your team engaged.

If you don’t know where you are going, any road will get you there. 

Lewis Carroll

Goal setting keeps everyone focused on the top priorities of the company. It boosts performance and increases productivity. Companies should write time-bound goals. Goals that align everyone with the vision and mission.

Manage your goals with OKRs (Objective and Key Results). OKRs are one of the most effective methods used by successful companies like Google, Intel, Oracle, Twitter, etc.

In OKRs, the objective is what you want to accomplish. The key results are quantitative metrics used to measure the accomplishment of the objective. OKRs are transparent and public. To know more about OKRs, read OKRs Methodology: The Complete Guide.

2- Weekly check-ins

A weekly check-in is a productivity method that helps monitor daily actions. A simple survey that provides an opportunity to identify, prevent and fix issues in real-time.

The answers to the survey become guides for one-on-one sessions between managers and employees. With weekly check-ins, there are less regular meetings on work progress. They encourage everyone in the company to contribute and have personal planning habits for continuous improvement and engaged team.

These are examples of questions that can be asked in a weekly check-in:

  • What did you do last week?
  • What challenges are you facing? Where are you stuck?
  • What is the best thing that happened to you this week, either at work or outside of it?
  • What will you do next week?
  • Do you have anything in your mind to share with us?

3- Feedback culture

Feedback is the primary key for individual and organizational success, especially when it is specific and given in real-time. It allows everyone to contribute and get information that improves the workplace.

Some benefits of feedback are:

  • Performance improvement as everyone knows what to do to contribute to company growth.
  • Increase in employee retention, promotion of engagement and loyalty to the company.
  • Building and maintaining smooth communication channels, to create an efficient, engaged team, and happy workplace.

There are three kinds of feedback:

  • Anonymous: Anyone can give honest opinions in privacy to eliminate the fear of retaliation.
  • Private: The giver and recipient are the only ones involved in the process. Just to give a sense of privacy.
  • Public: Everyone in the organization knows who dropped the feedback and can contribute to it.

Quick Notes:

  • The best time to give feedback is when it can be remembered by those involved.
  • Increase constructive feedback and decrease criticism feedback.
  • Focus on performance, not personality.

4- Performance Review

A system used to evaluate performance and measure employees’ impact on the organization. The main reason for doing a performance review is to guide employees to take on bigger challenges.

Performance review should be conducted effectively and in these three ways :

  1. self-assessment which is a personal evaluation,
  2. peer evaluation which consists of evaluating teammates
  3. manager assessment that allows employees to evaluate their managers.

An effective performance review has many benefits such as:

  • Improvement of workforce performance and productivity.
  • Job satisfaction and employee turnover reduction.
  • Well defined and clear career path.
  • Knowing who to hire, who to promote and who to fire.

A performance review is, before anything else, an opportunity to give training when needed.

Start engaging your team right now with Happierco company engagement solution!

Take a step toward a company culture that makes employee engagement and performance a priority

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