If you’re noticing that your team seems dissatisfied and unmotivated on the job, maybe you’re looking for the cause of this in the wrong places. Is it possible that bad employee engagement can be your fault as the manager? Take a look at how you interact with your team and motivate them to perform. There may be some changes you can make that will help improve the overall quality of work and everyone’s satisfaction. Here are four questions to ask yourself.
1. Are you asking employees to contribute?
Why should you ask your team to do their job every day? This seems counterintuitive. Your employees should be able to arrive to work each day and complete their duties without being asked, but is goes deeper than that. Your team wants to feel appreciated for their contributions. So, even for the job they are required to do every day, they want to know you notice. Ask your employees to contribute their own ideas every day.
2. Do you dictate job duties to them?
On the same note, how do you ask your team to handle a new project or task? Do you dictate it to them without asking them to see how they feel? Yes, they have responsibilities, but sometimes it is in the way you ask that will make them eager to complete a project or procrastinate on it out of spite. Don’t dictate, ask.
3. Do they have buy-in with the mission statement?
What is the ultimate goal of your company? Not just earning money, but what is your company mission statement? Does your team feel connected to the cause of your company? When employees feel ownership over the outcome of their work, they are more likely to be dedicated to the work and eager to do a good job for the greater whole.
4. How are they willing to commit?
If you change your management tactics toward asking rather than commanding, you will begin to notice better natural commitment to the job at hand. Your team will begin to respond favorably to the things they need to do and even seek out additional challenges to feel more ownership over their contribution to the company. This will improve overall engagement, team loyalty, and productivity.
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