There are piles of academic research that demonstrate that higher levels of employee engagement will markedly improve business performance. Does that help the manager on the ground who is looking to generate enthusiasm, bolster motivation and encourage the team to drive towards the business goals? Well, not unless that academic rigour can turn itself into practical activities that can be easily implemented, and from which benefits can be drawn.
We start from the premise that people want to come to work, understand their jobs, and know how their work contributes to the success of the organisation. From that starting point we set ourselves the goal of creating a set of activities that together combine to form a simple plan of action which in turn allows us to see whether we are getting things done or not. The list is probably not definitive but seems to encompass all that we know and have learned from books and real life.

Setting Direction

Issue – In general people want to know what is expected of them and how their performance will be measured against those expectations. Hiding these expectations or making them hard to access or understand will simply drive disengagement. Making them clear, published and simple will promote enthusiasm for the goal and may encourage people to go beyond.
Solution – So perhaps it means getting everyone involved in the setting of the goals in the first place or at least allowing them to have a say. Ensure everyone in the whole team understands the goals and what their specific part in achieving them is. Hold an event around the goal setting making certain that everyone is clear of what the imperatives are and of the rewards that are available on success.

Communicating Effectively

Issue – So many plans fail not because initial communication is bad but more because communication deteriorates over the duration of the plan. Regular communication is essential to maintaining engagement by creating a common understanding of exactly where the plan has got to and what is left to do. It promotes the sense of feeling part of a wider entity that is focused on delivering a specific and successful outcome. And this communication can’t be just broadcast it needs to be interactive allowing the team to respond and suggest changes that are taken seriously through dialogue.
Solution – One way of promoting engagement is to rotate the responsibility for creating the communication. By getting each individual to be responsible at one point for the update will promote wider understanding of the issues that others face and will ensure that they know what else is going on around them. Perhaps only report on those things that need discussion or attention – both good and bad.

Promoting Teamwork

Issue – Whether the team members already know each other or whether are completely new, the challenge may be to give each of them the opportunity to understand each other at a deeper level, allowing each to appreciate the strengths and weaknesses of the others. Once each member feels that they can depend on others for support and guidance, blame tends to fall away and the focus moves to what can make the team as a whole succeed rather than just ‘me’ as the individual.
Solution – If going offsite to climb trees and sail boats works then do it. If your budget or the team’s profile means that these approaches are not viable then there are other ways that can be as simple as a ‘brown-bag’ lunch outside on the grass (if you have any) or an afternoon talk by an external expert that is specific to your plan and allows everyone to collaborate using the expertise of another person.

Celebrating Progress

Issue – Most projects tend to move consistently forward, forgetting to look back every now and then to see what has been achieved and to celebrate progress. The psychology of engagement in this context is simple – build something and then stand on top of it to look at what you have done and to give yourself a better view of what’s next. If the team doesn’t take the time to review what been accomplished they may never realise that they have been successful. Rewarding people, in whatever way, for their efforts can help to build engagement.
Solution – Many will look for financial reward but others may just seek the attention that success brings. Part of the process is to make sure that there is a range of rewards available so that each person can access the one that means most to them. A ‘one size fits all’ policy may demotivate and may make team members feel less engaged with the overall plan. In all cases, making it clear that their efforts have been recognised is essential.

Keeping it Going

Issue – Many people expect enthusiasm to be high at the start of any project but to fall off as the business of implementation gets underway. Indeed, it is very easy to let the momentum die away as the project gets into its stride and this needs to be avoided to maintain team engagement. There is a risk that too much effort is made to engage the team as the activity progresses. What is clear is that enthusiasm overkill is almost as bad as doing nothing at all so a balance needs to be struck where appreciation is obvious but not overplayed.
Solution – Maintaining interest and engagement can be as simple as reminding everyone of what the project goals are and showing how far the team has gone towards reaching them. This can be extended into publishing progress to another interested or connected audience to demonstrate success on a wider scale. It can also be delivered by using some social media channels to publish blogs or updates to the project to the world at large, thereby creating an ongoing story.
Ultimately we feel that generating engagement by everyone involved in the project, whatever it is, is an essential skill for managers to develop. It goes beyond just salary, allowing people to access both psychological and social fulfillment as well as generating motivation aligned with the overall business strategy driving to the heart of what really matters at work.
If you are looking for a way to engage you team in a project then maybe we can help. MAPP is a simple, fast and effective way to get your team on board with a plan and keep them engaged until its complete. Take a look at www.themapp.com.