Quais são as melhores maneiras de manter as equipes engajadas ao longo do tempo?

Implement a regular review process where team members can track their progress, receive constructive feedback, and make necessary adjustments.

So a simple "test" to see if you are in fact aligned. Ask your reports "what are the three most important strategic objectives for you?" In my experience if you write down what you think their answers should be, you won't get all three back from them. That's misalignment in its simplest form.

High engagement comes from high investment. The more you create space for your team invest in coming up with goals, or at least how to reach them, the more engaged they'll be as you pursue goals over time. Involve people in the process.

In my professional opinion, it is evident that employing SMART objectives, harmonized with core values and strategically aligned with organizational goals, provides a crucial level of focus necessary to sustain ongoing engagement. Furthermore, a substantial portion of these objectives should encompass developmental goals tailored for individuals and teams. By adopting a behavioral lens for assessment, with benchmarks calibrated according to seniority levels, organizations can foster alignment from top to bottom and bottom-up, utilizing a unified set of performance metrics. This approach effectively integrates every employee into the broader organizational vision, instilling a sense of ownership and fostering a heightened level of engagement

WENNOVATE instead of INNOVATE The main reason why innovation projects get stopped is according to a linkedin poll: ‘LACK OF MANAGEMENT BUY-IN. That’s why in my experience as facilitator of 100+ projects you should better WENNOVATEinstead of INNOVATE. Let me explain… Innovation is a long journey with high uncertainty. That’s why you should get all your internal - and external partners and the decision makers aligned as from the start, agreeing all on both your assignment and process. When you WENNOVATE in the way your project will be based on: - commitment, - trust, and - openness. Check out the FORTH innovation methodology, which comebines design thinking with business thinking, which is based on this WENNOVATE principle.

Provide the team with tools, guidance, freedom of expression, mentorship - They will take ownership. Leaders don't dictate, they show how its done, set example for people to follow. Be clear and concise on deliverables, keep the team's focus on the goal. Let them carve out a path to reach it under your watchful eyes. Be realistic when you expect more from the team. Judge them by what they know, teach them what they don't.

Ensure that every team member understands their role and how it contributes to the overall objectives of the team and the organization. This clarity helps maintain focus and motivation.

One key reasons people feel 'disengaged' is because they don't clearly understand what's expected of them. It doesn't matter what walk of life you look at, purpose matters and this requires a clear vision of what you're looking to achieve. What's characteristic of: Areas in the world in which people live longest? A clear sense of purpose. The most successful sports teams? A clear sense of purpose. High-performing business cultures? A clear sense of purpose. That doesn't always mean breaking everything down into specific goals (although at times, it's useful to set objective, measurable goals), but at the very least, observe this principle: "Be clear on where you're going, flexible on how you get there."

Communicating frequently is rarely encouraged as much as effectively, but it is equally important. I have worked with so many leaders who have said, "I already told my team that. Why don't they know?" This is especially important during change. People require the same message in different formats through different channels. People also need real time information and updates so that the gap between the strategic vision and those executing the vision on the front lines is as small as possible. The more salient, effective, real-time messaging we can do as leaders, the more teams will feel equipped to do their jobs with the most critical information.

Communication can take many forms. We recently started doing checkins and project reviews with Loom videos. When someone needs feedback, they record a Loom video with a screen share. Then the recipient can go leave comments and feedback on their own time. It's great for keeping things on track in an asynchronous way.

Offer opportunities for team members to enhance their skills and knowledge related to the project. This can be achieved through training sessions, workshops, or access to educational resources.

In managing my own employees, I found weekly 15-minute one-on-one meetings to be very effective. I asked 4 questions: 1. What's going well? 2. What can go better? 3. How else can I support you? 4. What else would you like to share? We established a "rhythm" with these questions. If they needed more than 15 minutes it would be separately calendared.

It is imperative to emphasize that an organization's engagement strategy should pivot on continuous communication. This entails instilling the understanding of the value derived by both individuals and teams, thereby fostering a sense of shared purpose and ownership towards organizational goals. To achieve this, communication channels should be formal, regular, and structured, underlining their significance in the daily operations of the workforce. This approach not only underscores the gravity of engagement but also embeds it as an intrinsic and prioritized aspect of the organizational agenda.

Enhance psychological safety - share your vulnerability as a leader and let your team members know it's safe for them to do so as well. Having mini career chats is also helpful - do you have everything you need to see this project completed successfully, could be one question to pose. Or what is the next career step you feel you need? These kinds of open ended questions will allow the person to share their thoughts and ideas.

Provide constructive feedback and performance evaluations on a regular basis. This helps team members understand their strengths and areas for improvement, allowing them to stay engaged in their own development. Organize team-building activities and events to foster camaraderie and a sense of belonging. A strong team bond can increase engagement and collaboration.

Tailor your recognition and rewards to the preferences and motivations of each team member. Some may value public acknowledgment, while others may prefer private praise.

One of the things I learned from my 20 years as a Marine Corps officer is that one of the best way to keep people motivated was by publicly recognizing their work. This can be done in an all hands meeting, via newsletter or even social media. Leaders must me intentional in highlighting the successes of a team. It’s not only saying “great job” but explaining exactly what you appreciate from the work performed.

This would be top of my list of suggestions. We all want to feel valued for our contributions. And it doesn't take any investment on the part of a leader. All it takes is showing you care.

When possible, try to adhere to the 1 to 3 rule, wherein for every improvement recommendation or note provided, three well done recognitions should be given.

The most important thing for most employees in the long term is growth opportunities. People generally seek progress and diversity, not monotony in their repetitive tasks. Invest in training and mentorship. Try to align team members' interests with organizational needs. This way, you will satisfy team members' wishes to grow but also elevate overall performance.

Remember to include employees across the entire 'age spectrum' in opportunities for growth & development. Ditch any biases you have regarding what's possible and have the individual conversations to elicit where the person is and what they need.

One thing that has worked for me is by assigning responsibilities and creating mini task forces. This way you are allowing more team members to be the owner of their own domain. It is a great medium of learning quickly. Having a well crafted growth plan for every member not only increases productivity but also retention. People stay at companies where they feel valued and see room for progression. This is why its important to hire the right talent, training them, entrusting them and letting them do the job they were hired for.

Hearing their desires and needs, seeing their strengths, and tailoring growth and development accordingly is a recipe for success. It builds confidence and trust, while giving them skills which benefit them both in their current role and down the road - wherever they may find themselves. Nobody should ever feel they're stuck or stagnating: allowing that to happen is a great way to lose talented people.

When team members provide feedback, listen actively without interrupting or getting defensive. Show empathy and understanding, and ask clarifying questions to ensure you fully grasp their perspective.

Yep. But, at the same time: MOVE FORWARD. Act. Do. Less talk. More action. Seems kinda obvious!! (Although - is it?) Thanks - Sheila

While success is important for each team member and the organization in general, it shouldn't be the sole focus. Employees may start to feel that they are valued solely for their contributions that generate profit, rather than for their attitudes and values. Allow your team members to socialize and have fun; this way, they will feel appreciated as individuals.

Yes please. The best teams are those that learn to enjoy working together. This doesn't happen overnight. Monthly sessions of any fun engagement - virtual team building, coffee time, trivia, movie - all contribute to great team dynamics. As a leader, if you are confident of your team's abilities to deliver professionally, then having fun together should be your #1 option to keeping them engaged and bonded.

A Leader's adaptability and flexibility are their secret weapons. They understand the unique strengths of their teams and know how to harness those strengths to success. Leader's role goes beyond motivation; it encompasses protection. They keep their team out of harm's way, both physically and emotionally. Their watchful eye ensures the safety and well-being of all team members. The invaluable takeaways from my experience— Servant Leadership, Compassionate & Empathetic culture, unwavering Commitment to Core Values, Transparent Communication, and the importance of fostering a supportive team culture—serves as a valuable guide for leaders in all walks of life.

From my experience, the leaders' example of personal and professional engagement is to be taken seriously. If the leader is disengaged, even for a short while, the team will pick up on the signal. If the leader is faking the engagement (which happens), then the team will follow. Endurance, presence and treating the team as if they are your only preocupation for the duration of the project are some of the commitments expected from a leader, if the teams' engagement over time is expected.

A few ways to keep your team engaged: - Ask them what will keep them engaged. - Stop treating your team members as transactions, treat them as human beings with wants/needs/desires. - Spend 1:1 to get to know each person on your team. - Listen with humility to their needs. - Prioritize their well-being in everything you do. - Remove their obstacles to success; don't try to fix their problems. - Build a culture where you support and invest and your people first. It's an ongoing process to do any of these. And don't forget to celebrate all wins, no matter how small. Engaging people, and over time means building long term relationships with them. You do this with customers for the products your company sells. Now do it for your people.

Treat your people the same way as you expect to be treated. Take care of your team and they will take care of your business. Promote an empathetic culture, entrust the team, empower them to make decisions. They will bring you success.

Growth comes from consistently taking small steps forward. Knowing that each small decision you make today shapes your future. Being clear about my purpose and goals, I stay true to what matters to me, including relationships, health and things that bring me joy. My life is more colourful and meaningful because I embrace creativity and understand the power of stories – my own and those of others. Making progress demands trying new things, even when they don’t work - that’s how real change happens. Following my curiosity allows me to meet new people and learn from them. Being physically and mentally fit gives me the best opportunity and motivation to keep moving forward – one step at a time. What’s your first step towards growth?

1/ Instead of just asking about the status of a project, occasionally inquire about your team members’ emotional state. This isn't about prying but about showing genuine concern for their well-being. 2/ During one-on-one meetings, ask team members about the moments when they felt most proud or fulfilled in their work. Tailor future tasks or responsibilities to align with these drivers. In a rapidly evolving corporate landscape, where the human touch is often lost amidst digital interfaces, a leader's ability to understand, navigate, and harness emotions effectively is the secret sauce to maintaining a highly engaged and energized team.