Engaging and motivating staff

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Engaging and motivating staff

Engaging and motivating staff

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What makes employee engagement important?

If you’re looking to get your team up and running, studies suggest that those who are passionate about their job generally perform at a higher level. Inactivity can be highly detrimental: not only does it cause output levels to slump but customer service standards may start declining too – making employee retention an even more difficult task! So how do you ignite passion in the workplace?

Motivation is a key part of any successful workspace, and it comes in two distinct forms. Extrinsic motivation encourages employees to strive for rewards such as bonuses or promotions, while intrinsic motivation provides personal satisfaction from completing tasks well done. Both are essential pieces of the puzzle when creating an environment that thrives on productivity.

Staying motivated is a crucial component of staying engaged and striving to succeed. To ensure your team members stay driven, it’s important to not just recognise progress when they reach their goals or master new skills – but also provide them with ongoing opportunities for growth that will keep pushing the boundaries of what can be achieved. Offering fresh challenges along the way provides an essential source of inspiration so individuals don’t become complacent in achieving accomplishments; instead, it encourages further success in reaching greater heights!

Six techniques for engaging and inspiring your team

To ensure your team is highly motivated, look at the best management practices to inspire them. Have you made every effort to foster their drive? Additionally, examine whether those higher ups have helped prevent cycles of discouragement by motivating your staff in a different way than what they are receiving from above. Leverage these techniques for creating an ideal environment that encourages everyone’s success!

1. Make the workplace enjoyable.

  • Rewarding your team for the hard work they do is essential to keeping productivity high and preventing personnel turnover. Showing them appreciation in various forms can be important, but a financially-based reward system should reflect their worth as well, otherwise you may risk losing 26% of employees who would quit if given even just a 5% increase elsewhere. Do all that you can to offer competitive salaries above what’s acceptable by regional or industry standards; failure to recognise employee effort could indicate disinterest beyond simply financial means.
  • Acknowledge and value people Employees can feel neglected or have burnout if they are not acknowledged or rewarded for their hard work. Bear in mind rewards don’t always have to be monetary. Additional days off, word of acknowledgement within company newsletters and the opportunity to gain more job responsibilities are only some examples of successful non-monetary rewards . Appreciation and gratefulness in the workplace is generally overlooked but has the same results as it does in personal lives. A simple thank you does not cost anything yet leads to better motivated and connected employees. Glassdoor’s survey found that 80 percent of employees were driven to work harder when their supervisors showed appreciation for their hard work, which is higher than the 38 percent of employees who said they were motivated to work harder when their boss was demanding, or even the 37 percent of those who said they worked harder because they feared losing their job.
  • Expressing appreciation to team members for their hard work is a powerful tool in boosting morale and performance. Referencing research on aid personnel, it’s clear that an improvest thank you has more impact than additional benefits such as time off or pay raises. Celebrate big wins and small successes – no accomplishment should go unnoticed. For instance, if a new hire feels out of place among experienced staff, recognise when they step outside their comfort zone – even the smallest feat deserves acknowledgement! By recognising and celebrating achievements, we create an environment of collaboration that drives each team member to reach their highest potential.
  • As the workplace continues to grapple with the challenges of COVID-19, employers must provide their employees with flexible working practices. Supporting a remote workforce by finding creative solutions helps ensure that employees can still maintain productivity throughout this time while dealing with increased workloads and extra family responsibilities. By staying in communication about what works best for each individual team member you’ll create an environment where everyone feels supported as we continue through these difficult times together. While the sudden shift to remote work has been a boon for some, many people thrived in an office setting. Particularly those who are younger or living alone have seen boosts to their wellbeing due to the social and physical activities of commuting.
  • To help your team find work/life balance, consider providing on-site services like childcare, exercise facilities, or catering that make it easier for employees to save time and money. For
  • Create a workplace environment that encourages rest and productivity. Lead by example for your staff with frequent pauses to recharge, and provide them opportunities to change scenery or partake in activities like catered meals or table tennis during group breaks. A refreshed team is essential; one who never takes time away from work will eventually burn out – don’t let this be the case at your organisation!
  • Show appreciation for your staff by getting to know them on a personal level, discovering what their hobbies, interests and families are like. By understanding these things better, you’ll be able to identify the things that motivate them best.
  • Help your team reach their full potential by taking the time to get a better understanding of what drives them. Talk with each member individually and discover how you can help propel their career goals forward – inspiring an engaged workforce within individual strengths that will ultimately lead to increased motivation, drive and productivity.

2. Leaders should set an example.

  • Demonstrate the epitome of leadership by exemplifying exemplary behaviours and standards. Lead with punctuality, courtesy, open collaboration and don’t be afraid to own up to your missteps – mistakes are how best practices evolve!
  • Don’t disguise difficult projects—be frank and let every employee know that you are more than willing to tackle challenging or annoying projects.
  • If someone’s idea does not go as planned, or produces unexpected results, do not assign blame – treat it as an educational moment to apply the acquired knowledge to other projects. By creating a space for trying new things, teams become more adaptive, and employees feel more engaged and motivated.
  • If a team member is not performing up to expectations, approach them privately and politely. Be sure to focus on the performance, not the individual, when pointing out areas of improvement.
  • Keep your approach consistent; it’s important to consider each team member as an individual, but don’t give anyone special consideration over another.
  • As a manager, it’s your responsibility to ensure employees are properly supported and not overburdened with excessive workloads. Show that you have their best interests in mind by offering any help possible. Regularly check-in on staff and be prepared to lend an extra hand if need be; consider bringing onboard temporary workers as well for those heavier projects the team may face.
  • Ensure your team is motivated and remains focused on the task at hand by clearly conveying expectations. Explain how each assignment contributes to broader business objectives, then double check for understanding–ask staff members to repeat back instructions or get clarifying information if needed. Keep in-person conversation open with steady follow up – it’s an important part of making sure everyone feels confident throughout their role!
  • As a leader, it’s up to you to work with your team to ensure that individual and team goals are properly set, as well as that weekly, monthly, and quarterly objectives are all distinct and clear.
  • Don’t micromanage
    Giving team members autonomy is a great way to spark motivation & productivity. Not only does it show trust, but studies have proved that employees feel happier and more driven when given freedom in the workplace. Encouraging self-governance can help foster an atmosphere of success for everyone involved!
  • Rather than shouldering all of the responsibilities yourself as a leader, delegate and assign certain responsibilities to other team members. This will boost engagement as they feel more connected to the project.
  • Encourage team members to get excited about their projects by setting objectives that offer a sense of control and freedom. Introducing new technologies, rather than just focusing on an end-date for the project can inspire creativity and keep morale high.

3. Stay connected.

  • During uncertain times, solid leadership is indispensable for ensuring organisational success. By providing employees with an understanding of the organisation’s vision and objectives, morale can be increased while engagement and productivity are improved – ultimately leading to a lower turnover rate.
  • Keep your team in the loop about key business information – from strategic objectives to financial data. By enhancing understanding of how their roles fit into the bigger picture, you’ll promote a culture that inspires enthusiasm and motivation for collective success.
  • Establish Clear Communication with Team Members. Miscommunication is one of the major causes of failed collaborations. Ensure you have a clear communication network in place, and that it goes both ways.

4. Foster creativity and cooperation.

The idea of inspiring and rewarding innovative approaches in the workplace may seem daunting. After all, it’s a risk to let go of some control. But with an unpredictable global crisis comes opportunity; by embracing societal change we open up space for individuals to contribute meaningfully from the ground-level on – novel ideas through which businesses can keep moving forward will be found!

  • Encourage collaboration within your team – it is key to creating a dynamic and equitable workplace, as well as keeping your team motivated and engaged.
  • Promote Novel Ideas- Empower and honour creativity in your team. Inform them that thinking outside the box is encouraged to form new ways of solving a problem. Demonstrate through action and actualisation how much you value their input. Your workers will be more focused, driven, and dedicated if they’re working on something they contributed to or developed.
  • Foster an open culture that encourages dialogue by keeping your door and mind open to any team members. Invite input, be aware of those who need a bit of nudging to speak up, actively listen to what’s said, and where feasible, act on their recommendations.

5. Give your team members room to grow.

To retain top talent and stay staffed up, it’s essential to create an environment that encourages professional growth. Show employees you value their worth by offering tailored mentoring and training opportunities – this will open doors for them to progress in their career while remaining a valued member of your team!

  • By nurturing ambition in our employees and collaborating on how to achieve their career goals, we can work together as a team towards success. Let’s continue the conversation about dreams so that everyone is encouraged to reach for new heights!
  • Create an environment that encourages growth – internal promotions provide your team with the motivation to reach their goals and demonstrate a commitment from the organisation. A balance of both external recruitment and internal promotion is essential for maintaining employee satisfaction as well as progress within the company.

6. Provide challenging tasks for your team

When it comes to energising your co-workers at work, there are many strategies that can help create a vibrant and productive atmosphere. Inviting the entire team instead of relying on one person lowers barriers to participation while also allowing engagement from employees who may have been difficult to reach in the past. Here’s how you can get started: Four ways for motivating teams include…

  • Get your team motivated and engaged by giving them a chance to explore the significant problems within their organisation. They will be empowered with discovering what’s important – from this, they can come up with creative ways to tackle those issues successfully.
  • Encourage your team to step outside their comfort zone and try something new! Allocating challenging tasks that are manageable will help foster growth in competency, experience, and confidence for the individual. As a leader, it is also important to emphasize an open-door policy so employees feel comfortable coming forward with any questions or concerns they may have. By supporting learning opportunities like this one you can continuously propel employee development within your organisation. Stepping outside of our comfort zones can be a great way to spark both confidence and creativity. Doing so often reveals new skills, talents, or abilities that you didn’t even know were there – for yourself and your employees alike.
  • Inspire your team by helping them learn something new. Allowing your employees to participate in a training or course they have no interest in can lead to decreased engagement.
  • Break the day-to-day routine and explore activities outside of work to build relationships, cultivate team spirit and provide training opportunities. After all, there is no better way for employees to get acquainted than by exploring a new environment together!

Know the signs of low morale.

Companies can quickly find themselves in a crisis of motivation and engagement if they don’t recognise the indicators early. Be vigilant for signs such as absenteeism, dips in customer service standards, underperformance from star employees or negative relationships between co-workers – all warning signals which should not be overlooked.

  • Treat exit interviews as a chance to gain insight into how you could better keep, engage and inspire your team. Although the employee leaving may not be impartial, they’re much more likely to be genuine with you than current personnel. Utilise these interviews to learn from, grow and enhance the organisation and how your team is managed.

To unlock your team’s potential, start with yourself! Stepping outside of the comfort zone you’ve been accustomed to and taking a fresh approach can make all the difference. Seeing an invigorated attitude from those around you is also sure to spark some renewed motivation – in both them and for yourself. All without spending any extra cash!

Building strong relationships with your team is the key to creating a productive, satisfied and fulfilled environment. By getting familiar with their strengths, supporting them through challenges, providing recognition for good performances and offering growth opportunities you will be well on your way towards creating an energetic workplace setting!

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Contact Our Team

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