Gallup, An American Research Based company, has been studying engagement levels of employees for many years and latest 2017 figures confirm that on a team of 10 people, only three or four people are engaged and enthusiastic in their job. The other six or seven people are either not occupied or vastly disconnected. Managers account for 70 per cent of team engagement and play a critical part in the overall prosperity of the team. So managers need to be vigilant of the energy and credence system they are contributing to the team. All managers feel that their team is engaged in productive work and is enjoying and is enthusiastic about the work they are handling. Team members should feel that they are the part of the company’s vision and mission. The question arises as to how can managers achieve this objective? The snag is Management Development Programmes fairly neglect this aspect.
Here are four stuffs managers can do to employ and build up their team.
1. Make a SWOT analysis of members of your team to know the strengths of each one: For a manager it is essential to know each person on his team and his strength and how he/she can uniquely contribute. As per Gallup, when people use their strengths they are six times more likely to be engaged in their work. When managers focus on employees’ strengths instead of weakness, the level of engagement of employees rises to 61 per cent according to statistics from Gallup. A strengths approach empowers and helps employees naturally focus on ways to manage conflict, they open up and communicate, build relationships in easy way, they think strategically and build trust using their strengths.
2. Discuss with them the key issues: The merit of discussion determines the quality of Manager’s relationships. Every manager needs to inquire more efficacious questions that fixate on the key issues and let their team know about his concern. Some questions like:
· are you clear on what prosperity looks consistent to in your role?
· what are you exhilarated about in your role and what gives you the greatest gratification?
· what would you relish to do more of this year and,
· what one action step can I take to avail you to be more productive?
This will make them understand issues from all perspectives and resolve conflicts in a timely manner to reduce any team conflict.
3. Give an ear: It signifies listening carefully what someone is expressing and having them feels being heard. This includes not interrupting or culminating a sentence even if a manager knows the answer. While listening he must put his phone down and shut the computer and just zero in on the team member. Repeating the key points of what he says is the key takeaways so the person knows manager understands and perceive their concerns. This simple practice helps manager connect with his team in an authentic way.
4.Give Recognition to team members: On a global scale only 40 per cent of employees feel that they are recognised in their work according to Gallup research. Recognition is a right way for managers to show care about their team members.Everyone feels that they matter and recognition is the ideal response. Managers need to appreciate that people are exclusive and therefore may want to be recognised in different ways than the stereotyped way such as personal email of congratulations, invitation to a lunch or a simple thank you. This definitely helps but having one to one chat in an informal way and patting the back of the team member goes long way in the exercise of recognition.
Thus Managers can contribute by developing each person on their team and being responsible to motivate the team to achieve performance goals. Engagement and success levels increase when managers consistently recognize people on their team, listen to the needs and concerns of each person, ask better questions to solve conflicts and help people understand and use their strengths to achieve their goals.