Engaged team: 5 strategies to develop a team committed to the business

Engaged team: 5 strategies to develop a team committed to the business

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I would be able to bet that the dream of every entrepreneur is achieve success (whatever that means to you). This is nothing new for anyone, but once I’m right, and you also want to reap the rewards of hard work, what would be The formula to achieve that great goal? There is no global answer to this, but if there was one it would be: have an engaged team.

To start listing, with an engaged team of employees, you:

I learned that neither you nor your employees can force team engagement in the workplace. It has to be rooted in your business and within each employee. Ok, but what's up? How can you do that?

Thinking about it, the oHub in partnership with the HR Consultant UK Blog, separated a list of 5 tips of how you can create an engaged team from the ground up.

5 ways to encourage the development of an engaged team

Team engagement is the highest level of commitment, passion and loyalty that a worker has in relation to work and the company. The more engaged an employee is, the more he will work for the growth of the organization.

If your company does not care about the engagement of an employee, and you think he must fulfill his obligations because he receives a salary for that, he will have nothing more: an employee who does what he is told and does his job.

But is this what makes a company achieve – and maintain – success?

Imagine two employees: One kicks in 10 minutes earlier each day, is excited to be there, and constantly shows up and shares ideas for improving operations. The other employee works every day, does the bare minimum and counts the time until he can leave.

Which employee is highly engaged?

Who will be concerned with offering the best to their client?

What is involved in the company's results to the point of worrying about helping to achieve goals and results?

For an entrepreneur, the answer is simple. You want employees who work hard and are actively engaged in the work they do. You can create a culture of organizational engagement following the steps below.

1. Don't skip onboarding and training

Onboarding is the integration process of newcomers to the company.

If an employee has no control over his responsibilities, he will not be engaged. Instead, he will be confused, frustrated and eager to try to keep up with what's going on. Result: your company does not work at the maximum level of productivity.

Employees who have mastered their roles and understand their role within the organization have a better chance of being proud of what they do.

Workers who are anxious (positive and controlled anxiety) to achieve their goals are involved with the company.

THE integration and training of new hires are some of the most important steps you can take to ensure that employees are involved in the work.

One SHRM research reported that one third of new hires quit their jobs after only six months. You have less than six months to involve employees in your position.

With a successful training and development program and process, employees will learn how to do their jobs efficiently. This is the time when they can get involved with you and ask questions, offer ideas and raise concerns.

For most employees, integration and corporate training are also the time when they team up with co-workers and develop a connection with the company, reinforcing the team of their engaged team.

Studies show that the more friends employees have at work, the more engaged they are. One study found out that only 28% of employees without work friends were involved, against 69% with 25 or more friends. Integration encourages the relationship between employees.

In this sense, team building training can stimulate:

  • integration between members of the work team;
  • perception of their own behavior;
  • understanding the role of each employee in the team as a whole;
  • communication channels between employees and managers, and more.

To find out how to put this type of program into practice, we recommend reading the article; “Team Building activities: examples, what they are and suggestions [2019]”.

2. Set goals for the company

To run a successful business, you need a business plan with a goal list you want to achieve. To engage employees, you need to involve them in achieving business goals.

Engaged team

You must set goals annual, half-yearly, quarterly and monthly so that employees have something they

to work. Achieve goals it is something that encourages the development of an engaged team.

Employees wantm to know how your position fits into the other positions of the company. And they want to learn how their work affects your business as a whole.

You can set general company goals and goals within each department. In this way, each employee knows how their work is affecting the overall and departmental success of their business. For this we suggest that you use the model of construction of SMART goals.

Both positive results, as well as the need for improvement, must be professionally indicated in meetings of continuous feedbacks. Celebrate the goals achieved with a moment of relaxation between the team and motivate the team to recover from negative results.

3. Recognize employees

Employees are not automatically involved when you give them more praise, thanks or any other confirmation. However, employees can become quickly distant if they feel they are invisible.

Engaged employees have a feeling of comfort and camaraderie with your business. Again, it is important that employees get to know their co-workers and develop friendships with them. But it is also important to develop a respectful and friendly relationship between employer and employee.

When I say “recognize” employees, I don't mean praise for every little thing they do. I'm talking about things like saying “Hello”, “Have a good night” or “Thank you”. And when the employee makes an extra effort, acknowledge him.

According to Gallup, employees who are not recognized have twice as likely to give up on your company.

4. Focus on employee development

There are many reasons why job seekers apply and accept a position, such as salary and benefits. But many workers also want the opportunity to grow in your career. One search found out that 87% of millennials (and 69% of non-millennials) they see development as something important in their work.

Employees want develop your skills and keep challenging yourself. They don't want to do monotonous tasks that require minimal effort. Employees of an engaged team constantly use their mind and hone their skills.

You can focus on creating a training process and employee development, in a few different ways, such as:

  • add new duties to the employee's position;
  • allow space for growth in the position;
  • offer a job rotation program for employees to perform different tasks from time to time;
  • create one career path;
  • invest in diverse training, such as sales training or leadership training.

Another way to emphasize employee development is by offering educational assistance and behavioral development. These and others types of business training, will help you strengthen team engagement.

All of this shows employees that you value their career growth and also allows you to add new skills to your business.

5. Do not micromanage

If employees know exactly what to do and how to do, they will not have the time or motivation to participate in the work. They will be more like robots. Employees cannot get involved if they don't have freedom in how to do your job.

Micromanagement can be detrimental to your business. One company found that micromanagement resulted in 55% of employees saying that this led to a drop in productivity. Lost morale and productivity lead to actively disengaged workers.

To end micromanagement, encourage employees to work on their own, present their own ideas and bring those ideas to the table.

If you are watching their work every step of the way, employees will not be free to develop their own methods for solve problems and get involved in the work.

Not sure what micromanagement is? The video below will help you:

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Instead of micromanaging, let each employee make decisions about how to do their job. This leads to higher levels of team engagement. Employees should know that they can contact their managers if they have any questions.

Start by looking at the big picture. Leave the details to your employees and you will end up with a team that is engaged and happy to put their own methods and ideas into practice.

We hope we have helped you understand how to invest in creating an engaged team. As you can see, investing in diverse training is an important part of all this construction.

Hire a company that will put it into practice or create your program business training, will help you focus on other business issues. You can find suppliers for all the services your company needs in one place with oHub.

We are a website specialized in connecting the best service providers with the best customers, in a fast, practical and safe way.

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