Book free demo

How do you build excitement in a team

How do you build excitement in a team?

How do you build excitement in a team

How do you build excitement in a team?

Building a Strong Foundation of Respect

One of the most effective ways to create a sense of excitement among a team is not giving pep talks continually. It would help if the respect was given to the current values of each member of the team and understanding the challenges they face. According to a 2019 Gallup poll, teams with high mutual respect have 30% fewer sick days and a 21% improvement in productivity . Therefore, leading by example and ensuring that each interaction is marked with recognition and empathy, will create the foundation for a reciprocal attitude. One approach that has worked well for an online retailer, Zappos, is to have leadership continuously show appreciation for each employee’s efforts during team meetings . For instance, Zappos leaders always take time to learn every employee’s name and position. This shows the importance of every role in driving the company’s success. This could not only be beneficial for the employees’ morale but also for creating a culture of respect that could be followed throughout the organization.

How do you build excitement in a team

Encouraging open communication:

One way of perpetuating the above principle is to encourage open communication. Transparent dialogue can give birth to new ideas, promote innovation, and help identify bottlenecks before they turn into deadlocks. Google’s Project Aristotle from 2012 showed that psychological safety was the main driver of successful teams. This can be achieved through creating a platform where every team member has a voice and can feel safe from any repercussions for expressing their thoughts. For instance, Salesforce uses a chat service tool for collecting ideas and feedback, with weekly team meetings including the review of all posts .

In my view, setting clear goals and celebrating achievements makes not only motivation but a way to follow step by step. If you involve your colleagues in the process of formation, they become interested in the end result even more. An ideal example, in this case, is SpaceX and the development of the Falcon Heavy rocket. They set clear goals, broke them into smaller and celebrated with whole team each step they made. The celebration can be both big and small. This means that finally, the head can get the team lunch, thank each person individually with a note at each workplace.

I also believe that the development of professional growth by the whole team is a powerful engine of motivation. An excellent example of this is the Adobe company’s “Learning Fund”. This fund provides the opportunity, in the form of reimbursement expenses or purchases on credit, for the purchase of books, devices, software or visits to courses. This not only makes the employee’s stay in a team rich in events, but also gives a chance to establish a culture of celebration of every goal achieved. In turn, we, that got new knowledge, must share them with the whole team therefore they are likely to also achieve their goals. As individual achievements grow, the accumulated knowledge strengthens the whole team.

And of course, my last point is to be the first in the matter of following the adopted principles, directions and values. According to CNN Business Report in the case of the SpaceX company, after the successful, landing of the Falcon Heavy rocket three projectiles in 2018, Elon Musk called engineer Ron Garan and asked to “just call in order that all this to celebrate .” During this call, the engineer accidentally heard a murmur that could not speak.” This means that both work together and inspire the team members to work even harder.

Boosting Morale through Acknowledgment

Acknowledgment is a powerful tool when it comes to increasing excitement and morale within a team. It’s not just a matter of giving credit where it’s due; it’s about making each team feel seen, valued, and crucial to the success of the team. According to a study of the Harvard Business Review , employees who feel that their efforts are recognized by their companies are up to 47% more productive and are less likely to quit en masse.

Ways to Build a Culture of Recognition

First, it’s important to recognize various achievements on a regular basis – and not just those that are major and club-related, but minor individual and team-related achievements as well. For instance, at Netflix, personal recognition is a stable segment of weekly on-line meetings where team leaders ask team members to call out “superstars” who made small, but vital contributions. These shout-outs not only boost the morale of a person being mentioned but also motivate others to go that little bit extra for the team.

Second, it’s crucial to ensure that acknowledgment is as personalized as possible. To do this, it’s important to know how each team feels valued if a shout-out in a team meeting, a personal letter, or a public post in the companies’ on-line social network. For example, at LinkedIn, one manager sends a personalized video of “thank you” to people on the team. This simple gesture is important for making acknowledgments memorable.

Employing Peer-to-Peer Recognition

Third, it’s important to establish peer-to-peer recognition. This will contribute to a corporate culture in which team members know that they can support one another. Bonusly sends micro-bonuses from peers to peers for day-to-day achievements. This is important for promoting consistent recognition and a solid sense of the company’s community.

Celebrating Team Success

Fourth, celebrating accomplishments of a team is crucial as well. It does not matter how large or small they are, as every achievement of a team is important for every member. Once a project was completed, as a team, we always celebrated by eating all together and talking about the things we managed to do and what needs to be done, like we did at Google .

Finally, it’s important to ensure that acknowledgment is not an isolated event but a vital part of a continuous feedback loop within a team. To achieve this, managers should schedule regular meetings with team members. Many executives already have one-on-one meetings with managers, and this should be a regular element of the meeting to talk about successes and areas that may need improvement.

Encouraging Open Communication

Most of the excitement and dynamism that a team can incorporate in their work come from great levels of openness in communication. Imagine a flow of great ideas, irrespective of the potential backlash, but where everyone involved feels they were heard. According to Salesforce, employees are 4.6 times more likely to do their best work if they feel their voice is heard . Inspired by Salesforce, the essay enlightens leadership on the various ways they can foster open communication in a team.

6 Ways To Build An Enthusiastic Team

Authenticity by Example

When managers lead by example, that sees them deeply share what they think and do, the open communication level for everyone within the organization improves. Pixar Animation Studios has incorporated several ‘Brain trust’ meetings on its hit-making movie projects . Individuals involved freely give their ideas and criticize the work in a bid for it to become perfect. These are ideas that leaders should implement within the organization.

Regular Check-ins

A structured regular check enough meeting ensures that your employees communicate often. Advocated as among the best practices derived from Google, the monthly regular check-ins function as a means of ensuring that your employees communicate as often as possible . For instance, a tech startup in Silicon Valley found their project completion rates improving by 24% through weekly stand-up meetings .

Collaboration Tools

In the current digital environment, one cannot claim they operate an effective team if they do not implement collaboration tools. Platforms such as Slack and Microsoft Teams allow for instant and ongoing communication, feedback delivery and brainstorming . Using these tools counters the problems that were present with email and traditional communication. According to a study, where companies change from the traditional to modern communication took ten days less to reach a decision, citing a 15% increase in overall team efficiency.

Feedback from All Levels

Teams register great exponential growth when they take advice across all the levels within the organization. Google implemented the ‘Project Oxygen,’ which involved questioning employees of the big corporation on the many aspects that they do not prefer from their managers . That ensures that everyone within the organization speaks and feels they play a part in improving existing traditional systems.

Celebration of Diverse Perspective

Teams enjoy thorough communication that incorporates the diverse perspectives carried forth by every team member. There is a boost in the dynamicity and innovation levels that a diverse team brings. Hence, an insurance career at a global consulting firm enjoyed its diverse perspective in teams because they experienced a 35% likelihood chance of outperforming the competition.

Involving Employees in Decision-Making

Engaging employees in decision-making not only empowers them, but also provides a sense of excitement and ownership over the work process and outcomes. According to a Deloitte survey, organizations which involve their employees in decision-making processes are 6 times more likely to be innovative and agile and twice more likely to meet or exceed the financial targets .

Empowering Teams through Autonomy

Allowing teams to make their own decisions regarding the work process and outcomes can make team members feel more engaged and satisfied. A software development company in Austin introduced a policy where a development team was allowed to choose their project depending on their interests and expertise. As a result, the project completion rates were boosted by 40% and a steep raise in the team’s morale is noticeable .

Implementing a Bottom-Up Feedback System

Implementing a bottom-up feedback system can ensure that the ideas and concerns of all levels in the organization are taken into consideration. For example, 3M’s ‘15% Time’ policy, which allows employees to spend 15% of their time at work working on the projects they’re interested in, has generated Post-It Note, to give one of many examples of employee-driven innovation .

Creating Cross-Functional Teams

Cross-functional teams designated for specific projects can provide a sense of common purpose and collaboration. The team itself may possess more varied perspectives and can be more successful in solving problems. For example, a retail company has reported that cross-functional teams traditionally work on projects 30% faster and come out with multiple more innovative solutions than homogenous teams .

Offering Decision-Making Workshops

Workshops offering information on the decision-making processes and techniques can provide employees with the necessary skills to make a contribution to the decisions. For example, offering staff decision-making workshops have increased the quality of decisions by 25% in a European bank .

Team Building Is Important For Your Company

Recognizing and Rewarding Contributions

Recognizing and rewarding contributions to the decision-making process can give more incentive to participate and invest in the company’s well-being. For example, one of the e-commerce giants offers its employees bonuses and other perks when they would come up with an innovative idea in regard to the level of customer service, regardless of whether it would be put into action.

Offering Professional Development Opportunities

Providing professional development opportunities is a fantastic way to increase team excitement. With the help of this benefits, employees build close relationships with their team members and demonstrate significant progress to their managers. The data show that 94% of employees would stay at a company longer if it invested in their career development as it implies that the staff sees growth potential and is excited . There are several steps that a business organization can take to provide all workers with better opportunities to learn, collaborate, and strive for success.

The first one is creating tailored development plans. One of the largest tech companies in Silicon Valley provides all its employees with an annual personal development stipend, which they can spend on the courses or conferences that will benefit their future career . Employees who use this program are 22% more likely to feel set up for success at the company and have a lower turnover rate that has decreased by 50%.

The second opportunity is mentoring and coaching programs that give workers unique personalized ideas. If the business arrangement at this or that company allows, it can connect every younger employee to a highly experienced leader from the same area such as marketing or sales. This opportunity had been implemented in one of the largest multinational corporations, and it resulted in the 70% increase in both performance and job satisfaction among a. . workers participating in the program.

Cross-departmental learning can benefit the company in a variety of ways, which is a perfect opportunity for workers to learn from their colleagues’ experience. There is a European manufacturing company where all the employees are allowed to spend 10% of their time working with projects of different departments. The advantages of such prospects were that it has strengthened team relations and improved innovative project ideas, the number of which increased by 20%

Online learning is to be considered as well since workers can choose the format that best suits them and does not disrupt their regular working schedule. One of the large retail chains, which have launched this initiative, reports that its customers have become more satisfied, as the customer satisfaction score increased by 35% only a few months after the beginning of the subscription.

There are advanced methods as well, such as awarding employees who have successfully completed a significant program of professional training. The data shows that this strategy not only increases the motivation to continue learning, but also turns the company into a learning organization. The perfect example here is an advertising agency that writes mini-features for its management subject matter specialists and posts online all the successful stories of mastering a new role or an initiative through an acquired program or certification.

Table of Contents

Fast AI Transcription

Transcription conversation to text & and get real-time insights