10 Ways to build a happy, engaged and motivated team
When you think about how much of our time is spent at work, it’s only natural that we want to enjoy that time, we want it to be meaningful and have a reason to get out of bed in the morning. No one is going to be committed to a job that is always stressful, boring, monotonous, or where we feel unappreciated. We want to have good relationships with the people we work with, to feel that our work has a purpose, that we are valued and recognised and that our time at work is fun. These are core needs which drive employee engagement.
Employee Engagement matters because happy staff equal happy customers. It drives higher productivity and ultimately a more successful business. It boosts retention and reduces stress. Paying someone a competitive salary is not enough to ensure that they are engaged, loyal and committed to their job.
What do we mean by employee engagement?
A simple definition of employee engagement is the ‘emotional commitment’ that someone has to their work and the organisation. It’s how emotionally involved and loyal they are to the business, colleagues and customers. That emotional commitment is what drives people to go above and beyond their job description to create a memorable moment of hospitality for your guests.
So what can you do to build an engaged team?
10 Ways to boost engagement
Shared Purpose and Values
Engagement starts with having a shared purpose, bringing everyone together around the reason you exist. Managers need to connect employees with the mission and vision of the organisation by connecting their work to the bigger picture. Instead of focusing on the day-to-day tasks, highlight how you want to make a difference to your customers and deliver a memorable experience. Do your team know why you are all there? What does your organisation want to be known for, how is your business special and how are you going to achieve that together? If you can communicate the vision with your team, the ‘WHY’, and give them the opportunity to contribute to the ‘HOW’ then you will build commitment. A culture where people have a sense of how they are part of creating something amazing.Build a Community
A positive culture is an enigmatic thing. It’s a community which comes together around shared values. Values are how you behave as a business, what you believe in, and how you treat each other and your customers. Define these values and communicate them on a regular basis. Seeking your staff’s contribution to defining values is even better. Values aren’t just a list of words written up in the staff room or handbook, they have to be authentic and demonstrated in everything you do. An employee will feel connected to their job when their personal values align well with the organisation’s values, so when hiring new staff communicate your values and explore if there is a match, and then reinforce them every day.Positive Relationships
The number one reason people leave a job is because they don’t get on with their manager. The relationship between a manager and employee is vital, as is fostering good relationships between peers. Managers should communicate with their team regularly, Check in with your staff on a daily basis with a focussed “How are you?” (rather than just a casual greeting) - ask questions and practice active listening. Make time for one-to-ones as well as team meetings. Consider the whole person, ask people what motivates them, and what their passions are to get a sense of how fulfilled people are in their roles.Trust and Mutual Respect
In a culture where there is mutual trust and respect, staff trust leaders to make the best decisions and leaders trust staff to do their best work without needing to micromanage. When you give people responsibility and autonomy they are likely to exceed your expectations. Employees who feel comfortable expressing themselves are more engaged, so aim to create an environment where people feel comfortable approaching you with ideas or concerns. Be transparent, honest and consistent as a leader. Respect everyone and treat everyone the same whether they are full or part-time. Deal with conflict in the moment rather than sweeping it under the carpet and letting it fester.Recognition
It’s human to want to feel seen, heard and valued. You can work as hard as you can, and be the best you can be, but if you don’t feel seen and heard, you will lose motivation and become disengaged. When we’re busy it is easy to forget to acknowledge people. On a daily basis, encourage people with a simple smile, celebrate success with a high-five, thank people at the end of a shift and highlight positive achievements to the whole team.Growth and Development
People don’t just leave a job for more money - they leave because they’re not challenged, because they’re not learning and because they don’t see an opportunity for career development. We all have a natural curiosity to discover and learn new things. What opportunities do you offer for personal and professional growth and development? How do you support your staff to be the best they can be? This might be skills training for the job or mentoring from a colleague to develop soft skills. It might be giving formal or informal feedback to encourage people to push themselves forward or it could be talking about their future in the business.Wellbeing
Plenty has been written about the importance of looking after your staff’s well-being. When people feel stressed or that the balance of their life and work is wrong they become disengaged. Strive to establish the right work-life balance: encourage people to take breaks, monitor overtime and raise a flag if someone is doing too much. Try to set a manageable workload with the right balance of challenge and interest and ensure that they have the right tools, equipment and training for their job. Create an environment where people feel they can talk to someone about any issues they are experiencing in or outside work. Signpost people to additional support if needed.Flexibility
Flexibility means giving your staff the opportunity to enjoy their life outside of work as much as possible. Flexibility on rotas isn’t easy to achieve but be aware of what other commitments people have outside work, whether that’s childcare or studying. Try to provide rotas with as much notice as possible, and avoid last-minute changes so people can plan their time away from work. It’s estimated that around 30% of hospitality workers leave in the first 90 days because the job isn’t what they expected, so be transparent with new starters about expectations and the reality of the role.Fair reward
A secure income is obviously important to people, not least during this cost of living crisis. The industry has seen higher average pay rises than the national average. But while businesses are under their own financial pressures what else can you do to reward people for their commitment? Do you also offer incentives for higher performance, a benefits scheme (from pensions to perks). Financial bonuses, gifts or a hand-written note for high performance or going above and beyond are all meaningful ways to reward staff.Fun
We spend more of our waking hours at work than out of it, so it needs to be fun. Managers should encourage fun and promote a relaxed environment where people can enjoy a laugh together. Social events are a great way to form genuine connections, that may be a staff meal, a casual after-work drink or a more organised staff party.
