Success is a formula with a lot of elements: team engagement is one of these 🔥.
Know how much every employee takes care of the future of your company is essential to build a good-evaluated company. Mostly it’s true if you have a startup that needs to grow faster. The golden rule in this field is: know people deeply...and this isn’t so easy. To solve this problem, we have founded Teami. But we need to go step by step.
Employee engagement measures how employees are committed to the business and its success.
Precisely, employee engagement is the extent to which employees feel passionate about their jobs, are committed to the organization, and put discretionary effort into their work. In a few words, the level of the employees’ engagement is directly proportional to the level of commitment, passion, and loyalty that a worker has toward his work and company. The more engaged an employee is, the more work they’ll put forth.
As it is easy to understand, therefore, an engaged team doesn’t correspond to a happy team. A happy employee doesn’t complain about the work assigned to him and tries to do his homework more or less well. An engaged employee is something more. He is the person we all want in our companies; it is that person who is emotionally involved in the organization’s growth process; that strives to achieve goals; that use imagination to reach new solutions.
Employee engagement is one of the most important factors when you want to understand the quality of the relationship between an organization and its employees and how it affects productivity.
Engagement is a key differentiator when it comes to growth and innovation. Working with a committed team is exciting. This is true because the mood of the team greatly conditions our freedom of expression. Knowing that the person who works with us is always ready to seek a more effective way to do the job helps us to be more creative…and this applies to everyone.
In such a context, the quality of services rendered towards companies and people is higher. Engaged employees lead to increase customer satisfaction, sales and profits.
As we have read in the Harvard Business Review Study, employee engagement has become a top business priority for senior executives. In this rapid cycle economy, business leaders know that having a high-performing workforce is essential for growth and survival. They recognize that a highly engaged workforce can increase innovation, productivity, and bottom-line performance while reducing costs related to hiring and retention in highly competitive talent markets.
It is a win-win solution because the company becomes more productive and people are better versions of themselves. One cannot think, however, of obtaining this result in a forced way. Nobody will feel comfortable in a context full of force. The relationship with employees must be born day after day and must be spontaneous.
An engaged team isn’t achieved without effort. It’s important to create a real culture. There are so many things to watch out for.
To feel part of a project, team members must feel autonomous. For this reason, it is good to assign tasks to each member so that he has responsibilities. The attribution of responsibilities allows the teammate to feel an important part of the project and increases the feeling of gratitude and affiliation. A golden rule in this field is: to retain our teammates to make them feel part of a community so that they can best contribute to the construction of the community itself.
Whoever believes in you, bets on you. Employee training is an investment and investing in an employee generates trust and affiliation towards the company. Furthermore, employee training allows the company to always be at the forefront. The application of the latest technologies, the development of new projects, the identification of new solutions … it all goes through training.
Being the last to arrive in an already formed group is not easy. Very often the lack of confidence can generate a detachment and create different levels of involvement in the organization. We must try to avoid this situation! To avoid it, we must prepare an onboarding plan to allow perfect integration into the group.
In the previous article, we talked about OKR. Setting goals is very important for a team. Orienting the team’s work towards a result allows you to work in a coordinated way. Achieving the goals set can be an excellent point for the next quarter. Getting a result is an extraordinary lever.
A fundamental aspect of this sector is the ability to create bonds. Employees are people and people don’t like to be treated as things. Creating a relationship with your employees and promoting the creation of relationships between employees helps to create an optimal context for improving the level of productivity. Remembering a particular anniversary or birthday means more than just leaving a simple greeting card … it means showing someone that he is part of the project.
Listening to employees is another element to remember. When we talk to someone and he pays attention to us, we automatically recognize that we are important to that person. In doing so, we inevitably push on subconscious levers that help the employee to let him understand that we are at his side.
“Would not have been able to innovate as quickly as it has, nor create products it has in such a short space of time without highly valuing employee engagement” – Liane Hornsey, Director of People Operations for Europe, the Middle East and Africa.
Google is a very successful company. Despite the large size, people still wish to work from Google for the working conditions. The company’s growth was also due to Google’s willingness to overcome one of its main challenges: maintaining the feeling of a small company. This was possible thanks to the attention that Google has shown towards its employees. The onboarding process and the well-being of the employees are constantly being analyzed.
Nothing is underestimated. From the free canteen to allow everyone to access it, to the study of tables designed so that people can sit and communicate together. Members of all departments communicate with each other and unnecessary formalism is not welcome. Google’s ethics is to support the group of people who like to make a difference and they will.
If you want to know more about how we organize our work (tools, logistics, timing, etc.) or you have additional information’s, it will be a pleasure for us to update our article with your information. Write an e-mail: firstname.lastname@example.org. Looking for more information on our communication tool? Discover more about Teami <3