Blog The latest product and industry news from the SpeakServe team

Posted By Michelle Quinton 17th October 2014

Keeping Your Team Happy, Motivated and Engaged

For a company to be truly successful, it needs happy and motivated employees. Employees that feel dissatisfied are less productive and more likely to take higher levels of sick leave. Happy employees are shown to have an average of 31% higher productivity and produce on average 37% more sales.

Not only this but unhappy and disengaged employees can have a detrimental effect on the co-workers, their negative attitude can start to bring down others, reducing morale and overall team productivity.

So keeping employees, happy, motivated and engaged is extremely important in helping a company grow, allowing a company to flourish, going from strength to strength. Here we have compiled some tips on how to increase overall well-being and motivation within your company.

Empowerment and Ownership

Allow your team to interact with other team members, and possibly other teams, giving suggestions for improvements and making individuals feel they are making a difference. This empowers them, giving them a feeling of ownership and responsibility for the products they work on. This increases their drive to do better and be more successful, after all, no one wants to see something of theirs fail.

Avoid Boredom

There are two ways to do this, the first is to let employees test out new ideas, stepping out of their comfort zone or area of experience. It keeps creativity flowing and avoids burnout while giving the team new challenges and when they succeed their confidence and motivation is boosted.

Secondly encourage interaction outside of work related subjects, involve the team in non-work related tasks during breaks, such as games or friendly competition, or perhaps a bake off for charity?

Reward and Acknowledgment

This isn?t necessarily about money but employees feeling that their efforts are being recognised. Of course money will always play a part, employees who feel they are underpaid may also feel they are undervalued and seek employment elsewhere. But recognition, not only of success but of effort made, will help boost confidence, increase motivation and employee loyalty to the company. Talk to your team and see what kind of reward scheme they would like to see implemented.

Communication

Whether it?s about potential company problems or changes, or just about what your employees need, it?s important to talk to your employees. Communication is paramount for the efficient running of any company and employees who feel out of the loop or that they aren?t being heard will lose motivation. Keep communication lines open, especially if the company is struggling a little ? the rumours that build up in absence of your communications will often be worse than the truth so talking to them will put their minds at ease.

Build Relationships

A good working relationship within a team means better support and communication, which in turn leads to higher morale, productivity and overall engagement. This can be done through light hearted competition (within the team itself or competing against other departments) or challenged, helping your team to learn to work together and support each other. You can also involve the team in celebrating the achievements or events of other team members, this fosters friendships which will strengthen the team and also increase employee?s loyalty to the company.

Attainable Goals

Giving your team?s goal to aim towards can be a great motivator, but if you choose goals that are too easy or too hard to attain then morale will plummet. A goal that is too easy, will make a team feel you don?t believe they are capable, they will become bored and disengaged. A goal that is too hard, or unattainable will drop motivation as the team start to see it as a pointless endeavour. Instead try to keep goals within reach, perhaps setting one main goal, with smaller more attainable goals as stepping stones.

For more ideas on how to keep your team motivated, check out this article by Bryan J. Zaslow on Forbes.com.