September 3, 2021

CX Master

Service Matters – Learn What Works!

7 Ways to Guarantee Your Team Will Be Highly Engaged

Highly engaged teams are critical for success. There are several benefits, including greater sales and profits, decreased costs, fewer sick days, and fewer defects. All of which have a significant influence on your company's bottom line. Despite how easy it is to do, too many organizations fail to make the necessary investments in this area.

Highly engaged teams are the gold standard of business success. The advantages are numerous and varied, including greater sales and profits, decreased expenses, fewer sick days, and fewer defects. All of which have a significant influence on your company’s bottom line.

Unfortunately, far too many businesses are unwilling to provide adequate resources for fostering highly engaged teams, yet developing highly engaged teams does not need much more work and the return on investment is worth it. Here are seven easy methods to increase your income by enhancing team engagement.

Step 1: Make it easy to understand.

The one thing that always surprises me is how many initiatives and departments I am involved with turning around that lack a clear goal. How can people possibly be engaged, much alone be highly engaged, if they do not understand the goals and objectives?

The clarity of direction and a clear understanding of what success looks like are required for teams. This implies your company cannot have too many objectives since when everything is a priority, nothing is prioritized, and your employees don’t know where to focus.

 Step 2: Allow them enough space.

High-performing teams require a lot of freedom in order to succeed. When your teams have the tools they need to succeed, the greatest thing you can do is get out of their way and let them succeed. Micromanagement is one of the most disempowering things I’ve ever seen; it destroys trust and confidence at an alarming rate. It indicates a lack of confidence, which is critical for any success. It doesn’t imply that you shouldn’t check up on them from time to time; instead, do it depending on the length of the project. 

Step 3: Create a secure environment

People are more likely to take risks and try new things when they feel secure in their surroundings. To encourage this behavior, you must first establish a safe environment in which mistakes are accepted and anticipated. It doesn’t imply that people are free to do whatever they want; rather, it encourages them to make intelligent risks where the probability of success is high and the consequences of failure are minimal.

Step 4: Allow them to be successful.

While engagement is wonderful, even the most enthusiastic employees will become dissatisfied, irritated, and demotivated if they don’t have the tools to succeed. Check to see if your teams have everything they need to be successful, and if they don’t, give it to them or change the goal or objective. Humans are afraid of hard work rather than failure; as leaders, it’s our duty to place them in a position where success is possible.

Step 5: Make your objectives seem desirable.

Tell your teams what’s in it for them and how they will benefit if you can’t make your objectives aspirational. When asked to define their company’s purpose, leaders who are committed to the long-term future of their organization have a lot more to say than those who aren’t.

The greater the cause you can attach to your goals, the more engaged your people will be.

It might be due to working for a more powerful, more resilient organization that will develop and provide greater possibilities in the future. If it’s just about making your investors richer unless they’re shareholders as well, no one will be really engaged.

Step 6: Give assistance.

Let your staff know that you’re available if they need assistance. They should feel safe asking for your help, and just knowing it is there will increase their confidence. Perhaps they won’t utilize it; but just having it there will assist them a lot.

Step 7: Reward them for their efforts.

One of the keys to encouraging continuous performance improvement is to offer praise and recognition. What gets recognized tends to be repeated, and when we notice highly engaged teams and give them positive feedback, this encourages them to stay engaged and become even more so.

When individuals believe that their efforts are acknowledged, they tend to have a greater sense of momentum and motivation. Also, keep in mind that appreciation begins at the bottom with actions rather than waiting for people to achieve success before telling them you appreciate them.

If you follow these seven easy steps, you’ll be well on your way to forming highly engaged teams that will significantly raise the quality and quantity of your outputs, as well as provide a path to improved profitability, expansion, and customer satisfaction.

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Hutch

I am an ITIL Expert and extremely passionate about customer service, customer experience, best practices and process improvement. I have led support, service, help desk and IT teams as well as quality and call center teams in Canada and the UK. I know how to motivate my teams to ensure that they are putting the customer first.
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