Common traits among most engaged teams. And what do they do that others don´t?

Our Brilliant studies show that the most engaged teams are those with highest growth, best profitability and lowest levels of sick leave. In fact, these teams are 5 times more profitable than teams with merely “satisfied” employees, ie the engagement level just below “fully engaged”. So what do these teams do that is so engaging? Here are some common themes we can see in the most engaged teams:

1. There are clear expectations between employees, managers and teams
2. Employees have clear goals that can easily be linked to team goals and overall company objectives and vision
3. Employees feel they have good performance review meetings with their managers
4. Employees feel they have excellent leaders (which probably also is linked to the items listed above)

There are certainly more factors impacting employee engagement, but these 4 can clearly be seen in analysis we make. When I´m out meeting companies, this is confirmed all the time, and it has long been my own idea of things necessary to build successful teams.

The hard part, and this I hear from business leaders all the time, is to make time to work on this! To make change happen, and to do things right takes time, and time needs to be allocated to work through these issues and to put a good structure around them. Structure is good! It needs to be clear to everyone in the organization why you´re making changes, why you have the goals you have, how they fit with the overall company goals, how employee review talks are ment to be, what the contents of them should be and how often you should have these talks. All of these things provide good basis to succeed in creating clarity and meaningfulness – both important factors behind employee engagement!

Do you want to read more about employee engagement and the most important drivers? Downlead our white paper by clicking here! 

Employee review talks are a central part of creating employee engagement. They create clarity, and they provide a good opportunity to get expectations in sync. They are a good time to follow up on work progress and things you have agreed on in the past.

In my next blog post I will wright about how to conduct really good employee review talks and how you can build a structure around them to make them easier to follow through. Please comment on Linked In and share your thoughts on this topic!