Eric Termuende - National Speakers Bureau

6 STEPS

TO BUILDING A MORE ENGAGED TEAM

ERIC TERMUENDE

Speaking to audiences around the world in the HR space, I’m constantly asked how to address the issues of loneliness, employee churn, team conflict and recruiting. There’s a clear demand within HR departments for new strategies that speak to the modern employee experience. I believe if we focus on a sense of belonging we can take employees from being at work because they have to, to being at work because they want to. Here’s a roadmap to help get you there…

Eric Termuende Future of Work Speaker & Bestselling Author

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6 WAYS TO BUILD A MORE ENGAGED TEAM

ATTRACT TALENT BASED ON SHARED VALUES

GET A MEASURE, THEN IMPROVE

REMOVE BARRIERS

BRING CREATIVITY INTO THE MIX

INCREASE TRANSPARENCY

INVEST IN YOUR TEAM

Eric Termuende Visit Speaker Profile

1 Attract Talent Based on Shared Values With an overwhelming number of qualified candidates in the job market, your organization has the opportunity to attract the “right-fit people” based on the work-life experience you can offer future employees. This will allow your organization to draw together a team of aligned individuals to pursue goals that truly resonate with them.

Tip: In your job descriptions, provide a section on your company culture to give applicants an idea of the environment they will be entering. You can mention things such as remote or flex opportunities, expectation of work hours and team size to pre-screen applicants who may prefer a different type of work environment.


2 Get A Measure, Then Improve Community health, the sense of belonging and trust should all be measured. Staying in touch with your employees’ opinion about their work environment can help you take a proactive role in conflict resolution, isolation, burn-out & more. It doesn’t take much to send a two-question survey to your people on a monthly basis. The answers will be frequent, simple, and an easy benchmark to improve on.

The Questions To Ask: On a scale of 1-5, how much to you trust your team? Why/why not? On a scale of 1-5, how much do you feel like you belong in your team? Why/why not?


3 Remove Barriers (Physical & Emotional) It is critical for your people to ‘collide’ and connect in different ways. Try removing barriers such as shelves and personal garbage cans to see what happens! Establishing ground rules for safe and confidential conversations will open up the floor for real conversation and connection. Consider hosting a potluck, break bread together - bring people together, don’t talk about work, and share a meal as a team. Some of the most fruitful conversations start around the lunch room table. Get people moving and talking!


4 Bring Creativity Into The Mix An Adobe study revealed that 80% of CEOs agreed that creativity is key to economic growth, but only 25% of people feel they are living up to their creative potential. Sometimes we get stuck in the day-to-day. If we implement a Design Thinking framework (such as Google’s Design Sprint) it can make a world of difference in idea generation and a sense of belonging.

Google’s 5 Phase Design Sprint Framework: 1 - Understand // Team comes together to explore a business problem from all angles. 2 - Sketch // Generate a range of ideas & narrow them down to a select group. 3 - Decide // As a team, determine what to prototype. 4 - Prototype // Build what you need to validate your ideas in short timeframe. 5 - Validate // Test with 5 users and get valuable feedback.


5 Increase Transparency & Turn The Lights On! I think we can all agree that sometimes we feel isolated and in the dark at work when we don’t know what people around us are doing. Consider implementing tools like Slack and Trello alongside a sprint framework to show employees how their colleagues are doing. These tools help to increase transparency, accountability with each other, and increase belonging at work.


6 Invest in Your Team We spend on shoes and clothes, not people. Imagine measuring the dollars we spent on training our people and comparing the cost against well-being, sick days, tenure, engagement, and satisfaction? Although there are clear correlations in job satisfaction, sense of community, employee efficacy & retention, expecting a transactional return on improving the morale of your employees works directly against cultivating a successful community of trust and shared values.

People shouldn’t be spent on, they should be invested in.

These insights were brought to you by

Eric Termuende

FEATURED PRESENTATION ‘The Future of our Workforce’ Considering exponential integration of technology and accessibility of information being greater now than ever before, what stories are we telling to attract the right candidates to the workforce? More so, how are we finding purpose in the work we do and happiness in the lives we live? In this presentation, Eric talks about the importance of community and belonging at work. The conversation about the future of work is bigger than Millennials and generations, it spans wider than technology and workplace aesthetic. It is about people and creating a life each of us can enjoy living through the work we do.

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