Strategies The Best Managers Use to Keep Their Team Engaged

by Sophie Eagan, Guest Contributor

THE best managers can’t necessarily be described in just a few words. Some of them are calm and soft-spoken, while others could be more accurately described as a repost-us-image-9733614classic “Type A” personality who are very driven to meet their goals. Not everyone sitting in a manager’s chair is an extrovert, either. There are very successful managers who are introverts, too. No matter what their personality traits, good managers use similar strategies to keep their team engaged.

Get to Know your Team Members

To get your team to perform at their best, you’ll need to know something about them. Be polite and respectful at all times. Say hello, and ask about their families and interests outside of the office. It doesn’t mean you have to cross the line from being a boss to being a friend. Treat everyone the same, and you will have hit just the right tone at work.

Set Individual and Team Goals

Each person on your team has a specific role to play to ensure the team’s success. Review the goals for the day, week, or month, depending on what your team is currently working on with your team. Make sure your team members are clear about what they need to do to reach their goals and make sure they have all the tools necessary to do their jobs.

Allow Team Members to be Creative

Once you have given your team members the tools and information required to do the tasks necessary to get the job done, give them some leeway in how they choose to complete their tasks. There is more than one way to get a job done. By accepting that they may not choose to do it the same way you would have chosen but can get the same (or perhaps an even better) result, you free up your team to flex their creative muscles to find different solutions to an issue or a problem.

Offer Training and Development Regularly

Don’t let your team stagnate without learning new things. To keep them motivated, give them new things to challenge them. Work with your Human Resources Department to find or develop training modules which can be personalized to meet your team members individual needs. When used properly, this strategy can help improve your organizational culture and may even help to pave the way for strong performers to move on to more challenging positions.

Give Feedback Often

Too many managers look at feedback as something that is only given when a team member makes a mistake. It is something that should be given regularly, and should definitely include telling team members when they have done well on a project, handled a difficult customer with finesse, or come up with an idea that will save the company time or money.

Don’t just tell the team member when they have done well; share the information with the rest of the team as well. Other members will be motivated by their teammate’s success as well. When you do have to discuss a performance issue, make sure that the discussion is held in private. Keep your comments to the job itself, without criticizing the team member’s personality or anything else that could be construed as a personal attack.


Sophie Eagan
Sophie Eagan
SOPHIE has been working in human resources for over 5 years now. She absolutely loves taking part and organizing team building exercises and thinks this is an essential part of business to keep the wheels turning and the cogs oiled.

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