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Empower Your Team: Dynamic Strategies for Achieving Optimal Engagement

Introduction

While individual effort sounds like something that’s up to a person’s personal decisions and work ethic, there’s a lot that a manager/employer can do about it. By keeping your team happy and incentivizing engagement, you can make a world of difference in the performance of your enterprise. Here are the top seven strategies to help you get there. 

7 Game-Changing Strategies for Team Empowerment and Success

1. Start using employee engagement software.

People are not exaggerating when they say that there’s a tool/app for everything these days. So, why not start with employee engagement software to improve employee engagement?

Generally speaking, this platform contains everything from employee communication tools to wellness initiatives and social collaboration options.

The biggest problem with making a good impression is needing more personal data on the other party. However, what if you had a platform centralizing everything from employee personal data to performance management? 

Imagine a conversation with an employee. Is there a difference between:

  • “We appreciate all your work in our enterprise!”

And

  • “That X you did on the Y task last week was brilliant!”

The difference is enormous. It’s not just that the latter is more specific; it implies that you’re paying attention to their contribution. This makes a difference and ensures they feel appreciated in your enterprise. Recognition can be just as important as the reward. 

Keep in mind that communication is a two-way street. Your employees want to be heard, and it’s your job to ensure they feel this way. Fortunately, this type of software has an integrated feedback platform. 

2. Resolve your scheduling problems.

Scheduling is one of the most contentious issues in any workplace. It can protect your projects, avoid unrest, confusion, and spawn workplace bias accusations. It can also give you the wrong picture of your current workload capacities and convince you that you’re doing much better or worse than you are.

So, solving employee scheduling problems should be the first thing on your list. The simplest way to handle this is with the right platform, but a few other tricks will also work. 

First, you need to understand the project requirements and your current capacity. What is a rough estimate of work hours that it would take to complete a project? You’ll never have an exact number, but even a rough estimate makes a difference. 
Your schedule needs to be flexible. Sure, there’s a chance that you’ll finish the project sooner, but this miscalculation is not expensive. On the other hand, missing a deadline may be problematic. So, ensure you set a date that gives employees more time but doesn’t push this too far. According to Parkinson’s law in project management, inadequate deadlines cause procrastination. Simply put, your employees usually use as much time as you give them.

3. Get excellent employee management software.

The feeling that nothing works as it should demotivate even the most dedicated worker. This is why they say that a good leader/manager has their presence felt but has yet to see. It’s your job to give your employees an environment where they can do their best and then slide back into the shadows from where you can see the whole thing. 

This will be much easier with the right employee management software. With this platform, you can leverage the features and functionalities to give each employee an experience of personal management. What does this mean? It means your employees get as much feedback and micro-management as needed.

Turning a project into a learning/development experience creates an environment where your employees might feel free to experiment and improvise. This will help them grow into professionals who will lead your organization into the future and handle all of this experimentation most safely as possible. 

Also, remember that most modern platforms of this type are AI-powered. This way, analyzing individual employees’ performance and suggestions for further growth/improvement will be innovative and highly accurate. 

4. Lead by an example (and eliminate bad examples)

As an employer, you need to learn how to lead by example. You need to be the hardest-working person in the organization. After all, if you’re not making any effort, it doesn’t bode well for the perceived future of your enterprise, and why would anyone care about an organization with no end? In this scenario, it’s every person for themselves. 

It would help if you were an inspiration, someone others look up to and whose success they want to emulate. 

Second, there’s nothing that employees hate more than seeing their lazy, irresponsible coworkers going unpunished or even getting rewarded. It nullifies their work and makes any effort they make seem meaningless. 

After all, why are they coming early to work if there are no repercussions for the colleague who is always late? Not only that, but when it comes to the raise, they both get it, and when you’re considering a promotion, it’s a tough call between them. Who would invest effort in such an environment? Who would even want to stay in such a work culture? 

Some employees are not necessarily underperforming, but they influence others badly. They’re distracting, unpleasant, or backstabbing. Removing some of these employees could benefit your team in the long run. 

5. Automate as much as you can

Menial tasks kill one’s motivation. They are tedious, and the more one spends on them, the duller their senses become. The problem is that turning on your creativity after four hours of data entry or text editing is far from simple. This interruption robs your employees of their energy peak every day.

Automating these tasks through automation software and AI tools allows you to quickly free up your workforce for creative tasks. This will make them more engaged and even happier in the workplace. The sense of your talents being unused or underused can be incredibly discouraging.

You can automate many things, and the tasks that take the most time are data entry, email marketing, text editing, and expense management. Document management, inventory management, data analysis, and social media management are commonly automated tasks.

Just remember that you need to make a distinction between:

  • Tasks that you can automate
  • Tasks that need automation with heavy human supervision (like text editing)
  • Tasks that need to be done by humans

Naturally, the alternative to automating is outsourcing. You don’t have to automate payroll management if you’re already outsourcing it. The funny thing is that, in this day and age, outsourcing usually means entrusting the task to someone else to automate. 

6. Introduce a flexible and remote/hybrid workplace.

Sometimes, you must make a counterintuitive move for everything to come together. Namely, in the modern day, most offices allow at least a hybrid working model for their employees. So, even with the same salary and within the same industry, they’ll be incentivized to go elsewhere if you still insist on the old-school in-house working model. 

It’s even worse if they don’t leave but stay convinced that your business model is outdated that you’re controlling, insecure, or too narrow-minded to embrace a “clearly superior” business model.

  • Is a conventional office organized to improve engagement and productivity? Yes!
  • Is a home office usually filled with distractions, and is it hard to set boundaries with other residents when working from home?

Does this mean that working from the office always gives better results? Not!

People have different working preferences, and you need to give your employees the tools to find what suits them the best. Just drill them in privacy and introduce a firm BYOD policy.

7. Take feedback seriously

Most of the time, your employees feel dissatisfied if they think they’re not being heard. So, it would help if you learned to improve listening and treating feedback more seriously.

Namely, even if some of their ideas are impossible, taking a few minutes to explain why things are so will give them an impression that they’re respected and that their word is honored in your enterprise.

It would help if you also become better at giving feedback. Good feedback benefits everyone. If you’re not happy with something that your employees are doing, by staying quiet about it, you’ll eventually grow more and more dissatisfied until you can no longer stand having them in your employ. Just learn how to be tactful when giving feedback.

Once again, it’s always better if feedback is data-based. 

A happy and organized workforce shows the most engagement.

You can hire the people with the best CV, put them in the optimal work environment, and treat them fairly. What you can’t do is ensure that they try their best. The best you can do is incentivize their effort and create the circumstances under which they’ll flourish. The best you can do is try, but you shouldn’t underestimate the difference you can make this way.

Veteran content writer, published author, and amateur boxer. Srdjan is a Bachelor of Arts in English Language & Literature passionate about technology, pop culture, and self-improvement. His free time he spends reading, watching movies, and playing Super Mario Bros. with his son.

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