Keeping Your Great Team Engaged

Employees have gotten a lot of attention in 2021, and deservedly so. During a long epidemic, we've all had to make adjustments in our lives and at work.

Employees' increased influence in today's economy is highlighted in media headlines about the "Great Resignation." Quality team members are in high demand and are critical to a company's long-term success.

If you're a company owner or CEO with a terrific team, the most critical issue you're probably asking right now is, "How can I keep it that way?"

According to workplace research, socializing among team members boosts communication by 50% and that minimizing employee isolation may actually enhance productivity.

As a result, it is critical to engage in team-building tactics and create camaraderie. This is the fourth and last installment in a four-part series on how to establish a team that can compete in today's market. Check out the first post for recruiting advice, the second for onboarding advice, and the third for staff retention advice.

There is a lot of confusion about how to successfully develop and sustain teams, particularly when employee preferences change. Nonetheless, corporate executives must adapt to the circumstances.

They should seize new possibilities to find and develop excellent teams that will propel the firm forward. Four keys to success will help you maintain your amazing team motivated, engaged, and performing at their best when it comes to continuing team development.

Consistently communicate

An effective team-building approach is built on consistent communication. Executives and managers must never assume that "everyone on the team is aware of what's going on."

Team members may feel out of the loop in a variety of situations. Not every employee has to know everything that a firm is doing, but everyone should be aware of the organization's major objectives, goals, and plans.

There are probably also corporate rules that everyone should be aware of.

Consider sending out a weekly email newsletter to your staff with important reminders (i.e., open enrollment dates, yearly review time, technology updates, etc. ), information on new customers or business, promotions and new employees, and amusing or informative articles. This email should be short and written in a bulleted manner to make it easier to read.

Another extremely successful strategy for transmitting vital organizational messages is monthly team or all-company meetings. These events, whether in person, virtual, or hybrid, should be something that team members look forward to.

That implies executives and managers must keep them short and only provide information that workers want and need to hear. For example, a report from the CEO or president, as well as updates on significant initiatives from different divisions.

Don't forget to acknowledge successes, whether they arrive through email or meetings. Give a lot of shout-outs to your teammates.

Recognize and reward good work

Recognition, which is related to shout-outs, is another important team-building tactic. Simply simply, both major and minor victories should be celebrated.

Recognition may be as simple as a thank-you note or as major as a promotion or increase for outstanding performance. The effect is significant, and it fosters employee loyalty and engagement by making them feel valued.

It's important to recognize and appreciate new customers and huge successes. But don't overlook your own particular achievements.

Has anybody lately completed courses or passed an accreditation exam? Keep in mind to thank them in front of the whole staff.

Firm anniversaries are another method to honor team members, and they should be mentioned in emails and meetings. These are big milestones for workers, and they should be celebrated.

Recognition does not have to take place in a public environment. Remember to express gratitude to your staff for their hard work.

A fast phone call, a personal visit to their desk, a straight email, or a handwritten letter all leave an impact. Annual evaluations and quarterly check-ins are also good times to thank staff for their hard work, but make sure it's not the only time they're acknowledged.

Employee needs must be prioritized

Focusing on employee needs is a third effective team-building method. Keep in mind that they have life outside of work as well.

It's critical for firms to be as flexible as possible to their employees. Given the present labor market, it's not just the ethical thing to do, but it's also becoming the standard. What are some strategies for focusing on the requirements of employees?

Allowing and/or promoting personal time for each employee is a good idea. Allow your team members to book yearly physicals, dentist visits, flu vaccinations, and other appointments for a certain amount of hours each month or year.

They might also utilize this time to engage in charitable work or attend family or children's activities, such as plays and athletic events. The concept is that it's compensated time that workers may spend on things that are important to them outside of work.

Finding opportunities to give back to the community shows that you care about your team's interests. As workers work together to assist people in need, community service provides wonderful possibilities for team building activities.

Consider taking some time off on the spur of the moment. Everyone enjoys a pleasant surprise, such as finishing work early before a vacation. For example, on the day before Thanksgiving or New Year's Eve, you may shut your workplace early.

It may seem to be a modest gesture, yet it demonstrates a high degree of appreciation.

Have a good time

Remember that having a good time is an important part of team development! Encourage pleasant interaction since we are more productive and successful when we enjoy the individuals we work with. A regular and/or spontaneous happy hour or team lunch is an excellent approach to bring people together.

Remember to recognize personal milestones for your employees, such as birthdays, engagements, marriages, or the birth of a child. Celebrations like these serve to remind employees that they are valuable to the firm and that they have a life outside of work that they should be proud of.

Gifts are always enjoyable! Employees should be given business swag on a regular basis. The choices are unlimited, from mugs and wine glasses to shirts and baseball hats.

Consider what kind of swag your team members would utilize, and perhaps ask them what kind of present would thrill them (within reason, of course). These gestures have a long-term impact on the development and retention of a strong team.

Finally, think about going on a company-wide or team retreat. A well-planned retreat (even an on-site retreat) is, in my opinion, the ideal tool for team development. Successful corporate vacations may re-energize a team and bring workers closer together.

Consider ways to be creative, since one of the retreat's goals is to have fun. For our staff, we've found improv workshops to be a terrific way to tap into their creative side.

Leaders may assist a team grasp objectives and feel appreciated by communicating regularly, acknowledging outstanding work, concentrating on employee needs, and setting aside time to have fun together. The team's chances of thriving and succeeding grow as a result.

These methods of team building should result in increased employee satisfaction and loyalty, both of which are becoming more crucial in today's tight labor market.

Thanks to Cynthia Joyce at Business 2 Community whose reporting provided the original basis for this story.