Top ten suggestions for Interacting with your Workforce

Only one-third of employees, according to a recent report by the government task force Engage for Success, feel engaged at work. However, a contented and motivated team is one that is more productive, which implies that business is better for you as well. Because of this, companies of all types and sizes spend time, money, and resources talking to their employees to learn what makes work truly satisfying and rewarding.

These are our top ten suggestions for motivating your team.

1. Be a good communicator
One indication of a high-performing team is how open and honest they are with one another. Conflict can readily arise when there is a lack of engagement and communication. It's crucial to communicate with your staff in a way that goes beyond simply telling them what they should or shouldn't be doing or what you believe they should know. Along with informing people, effective communication should also inspire and motivate them.

2. Encourage learning and growth
You can learn important information from your coworkers about what they want to accomplish and how you can support them by holding regular one-on-one sessions and team meetings. Instead of viewing any gaps in their skill set as a barrier, you should support their aspirations to grow and improve. Could you, for instance, provide them the chance to work alongside a team member with greater experience, help them get a new credential, or give them time off to attend networking events? You can mentor one another by creating a friendly environment that will help you identify the strengths and limitations of your team.

3. Encourage your coworkers.
You'll find a variety of people with various personalities in your workplace, just like in every office, classroom, and living room in the nation. Some people enjoy outlining and organising every last detail while staying within predetermined limits and guidelines. A blank canvas inspires creativity and flare in certain people. Giving your coworkers the freedom to decide how they carry out their duties without being micromanaged actually aids in empowering them since it makes them feel appreciated and trustworthy. Although you must be present to provide guidance and oversee governance, granting employees autonomy over their day-to-day work activities may be quite satisfying.

4. Establish a culture of coaching
High engagement organisations are also aware of the value of having a mentor, coach, or "buddy system." Coaching your employees to reach their objectives is the finest approach to harness their ambition and feeling of purpose. This might be connected to a specific project, a means of growing personally, or a strategy to improve productivity throughout the company. Start with the fundamentals and make sure your organisation has the necessary infrastructure in place to facilitate coaching. Consider how it will be included so that it is regarded as routine business.

5. Jointly create your mission, vision, and values.
Whether your business is a major corporation or a small to medium-sized enterprise (SME), you should have some strategic objectives that describe the goals you want to attain. Additionally, you can have a mission that directs your path and a set of values that govern how you will conduct yourself as you try to realise your objectives. In order for your coworkers to experience a sense of ownership and pride in the organisation, your goal, vision, and values should be formed in partnership with all levels of your coworkers.

6. Show compassion
It is very crucial to develop your corporate social responsibility strategy with your coworkers since it must be something that not only matches the company's values and objectives, but also something that everyone feels strongly about. They're more likely to feel invested in any fundraising or volunteering efforts if you let your staff decide together how they can give back to the community, a charity, or a cause they all support. This is not only a fantastic technique to strengthen team bonds, but it's also good for business.

7. Honor inventiveness
There are still ways to use your imagination to think creatively even if your line of employment isn't traditionally creative. The best method to increase employee engagement is to foster a culture where ideas are openly exchanged and where staff members aren't hesitant to try out novel approaches to problem-solving, even if they don't end up being successful. There is no such thing as a terrible concept, after all! Don't forget to commend those that exhibit an inventive spirit. This might be something as straightforward as a "bright ideas" or "employee of the month" award that highlights how your coworkers are constantly enhancing best practises.

8. Develop talent
We've all been asked the cliched question, "Where do you see yourself in five, five, or 10 years," whether during a job interview or a routine catch-up with a mentor or supervisor. However, if you are unsure of the professional development options, mentoring, or training that are available, this can feel incredibly challenging to answer. One-on-one involvement can be effective as well. The greatest method to channel an employee's ambition is to develop their skills and provide them with coaching so they may succeed.

9. Befriend more people
A contented staff that can effectively communicate with one another is more likely to be engaged. Have fun and go out today! Consider how you can achieve a healthy work-life balance in your place of employment. It might be as easy as scheduling frequent nights out or job-sharing events, taking regular lunch breaks together, remodelling your staff area to make it more inviting, organising a lunchtime jogging club (or other exercise/activity you want), or taking regular lunch breaks together.

10. Survey
When was the last time you genuinely inquired about your coworkers' opinions about the workplace? Simply asking your workers for comments on what it's like to work for your firm might be considered engagement. This might occur in private conversations, team-building exercises, or anonymous surveys. Employees may find it much simpler to communicate their true feelings in an anonymous manner, for instance, with a short Survey Monkey form. However, you must also be able to accept the criticism for what it is—constructive criticism. It might be an excellent approach to find out what you're doing well and where your team expects you to raise the bar.