24 Sep Reigniting Team Passion: 5 Strategies to Boost Engagement and Productivity

Here in the Culture Corner, Shaara gives her expert advice on real-life workplace culture issues. Have a story worth sharing? Submit your situation with this form for a chance to get a response in the culture corner.

Issue:

I manage a team of about 20, and lately, I’ve noticed several members becoming disengaged, which has started to affect their work quality and even the team’s overall dynamic. This shift is concerning, as it’s beginning to drag down morale and collaboration. I’m looking for effective strategies to re-engage these individuals and ensure that the entire team remains motivated and invested in their work. Any guidance or tools that could help me address this issue would be greatly appreciated.

Employee disengagement is incredibly common – Gallup’s surveys over the last decade show that only around 25-30% of  employees are fully engaged – so it’s an issue that likely every manager will face at some point. When team members lose motivation or passion for their work, it can affect their productivity, collaboration, and the overall morale of the group. The ripple effect of disengaged employees often spreads to the rest of the team, and before long, it can impact business outcomes. If you’re noticing signs of disengagement in your team, it’s important to act quickly and strategically to re-engage them and foster a positive, productive work environment. 

Re-engaging disengaged employees takes time, effort, and a personalized approach, but the rewards are worth it. Here are some things that managers can do to keep their teams engaged.

Understand The Cause of Disengagement:

The first step in addressing disengagement is to understand why it’s happening. Engage with your team members individually to uncover the underlying reasons. Is it burnout, lack of growth opportunities, or a misalignment between their skills and responsibilities? By listening to their concerns and understanding their challenges, you can start tailoring solutions that address their specific needs. Open communication and empathy go a long way in making employees feel heard and valued.  Even better, be proactive and take the time to have one-on-one conversations with your  team members to understand their needs and what inspires them. 

Set clear and meaningful goals:

Disengagement often stems from a lack of direction. Employees who don’t see how their efforts contribute to the overall success of the company may start to lose interest. To counter this, ensure that each team member has clear, attainable goals that align with the organization’s mission. Regularly communicate how their work fits into the bigger picture. When employees can see the impact of their contributions, they are more likely to stay motivated and engaged.

Provide Opportunities for Growth:

Feeling stagnant in a role can lead to disengagement. Employees want to feel like they are progressing in their careers and developing new skills, not just like they’re operating on auto-pilot. Offer opportunities for professional development, whether through coaching programs, mentorship, or new projects that stretch their capabilities. This investment in their growth shows that you care about their long-term success, which can reignite their passion for their work.

Create a Collaborative Environment:

Disengaged employees often feel disconnected from their team. To re-engage them, it’s important to foster a culture of collaboration and inclusion, where ideas are shared and diverse perspectives are valued.  Nurturing a supportive team environment, where individuals feel like they belong and are contributing to shared success, can help rekindle enthusiasm across the board. It also encourages collaboration, creativity, and open communication among team members. Encourage social interactions through (virtual or hybrid) team-building activities or informal gatherings, which can strengthen relationships and improve camaraderie. A positive environment allows them to flourish resulting in higher satisfaction and better work performance.

Encourage a Culture of Recognition:

Recognition and appreciation are powerful tools for enhancing employee engagement and motivation. When team members feel valued for their contributions, it fosters a sense of belonging and loyalty to the organization. Whether or not your organization has a formal recognition program, there are a lot of ways managers can celebrate their employees.  This could involve monthly awards or shout-outs during team meetings, writing a short thank-you note or a quick email acknowledging an individual’s hard work. It’s crucial to ensure that recognition is timely and specific, highlighting the exact behaviors or achievements that made a difference. Additionally, encouraging peer-to-peer recognition can cultivate a culture of appreciation within the team, where colleagues celebrate each other’s successes. 

Remember… One Bad Apple:

It’s important to recognize that one disengaged or unmotivated employee can affect the entire team. If other people are picking up the slack, this can lead to a ripple effect where others feel overburdened and unmotivated, ultimately harming team morale and productivity. If there is one bad apple that continues to persist, you may need to consider how to best serve the needs of many over the one.  One person’s actions can quickly set a precedent, creating an environment where others feel it’s acceptable to push boundaries.  

Re-engaging a disengaged team is not just about addressing immediate concerns; it’s about fostering a culture of motivation, recognition, and collaboration that sustains long-term productivity. By understanding the root causes of disengagement, implementing effective communication strategies, and prioritizing recognition and a positive work environment, you can transform your team dynamics and revive enthusiasm for their work. Tailoring your approach to meet the needs of individual team members is key to fostering long-term engagement and success.

That’s all for now in the Culture Corner, but stay tuned for more advice to riveting real-life inquiries! If you have a story or question of your own, I’d love to hear from you (anonymously or not) — just fill out this short form!