We all know that the success of our business depends on the engagement, motivation and cohesion of the teams working to design and implement the changes.
The team can thrive if the team members:
- Feel acknowledged for their contribution and for who they are as a person
- Have clarity regarding their role
- Believe in and are clear on the purpose of the end goal
- Understand how their team goals contribute to the company end goal
One big room for improvement is number 1. A lack of acknowledgement can lead to a lack of engagement and motivation.
According to Gallup, the engagement statistics of employees in the US for 2019 were:
| Engagement Type | Definition | Percentage |
| Engaged | Highly involved in, enthusiastic, committed | 35% |
| Not Engaged | Those who are psychologically unattached to their work and company and who put time, but not energy or passion, into their work. | 52% |
| Actively Disengaged | Have miserable work experiences, spread their unhappiness to their colleagues | 13% |
Large improvements in engagement and motivation can be achieved by actively acknowledging team member’s contributions on an ongoing basis and showing an interest in them as people.
This seems so simple and yet it’s often not happening in practice for a number of reasons.
For team leaders who experience difficulty in acknowledging their team contributions consistently, it could be an idea to reflect on the reasons for this. Do you feel the same level of compassion for your team members as for your family members? Do you feel you may lose face, be seen as weak or that it goes against company culture?
Whatever the reasons for not giving acknowledgement to your team, be aware that the benefits far outweigh the costs.
Bust the barriers and start acknowledging the great contributions your teams are making for your company’s successes!