Essential Elements of Team Engagement

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The concept of team engagement has become a hot topic among business owners and operators over the past few years. The fields of sociology, psychology and economics have converged to reveal incredible insights into what makes team members productive, fulfilled and more likely to remain with a given job or company. We can now say conclusively that money is rarely the primary driver when people decide to leave a team. As the economy continues to gain momentum in 2018, this becomes even more important to consider. If your best team members can make comparable money with a competitor, what can you do to foster loyalty?

1. More Measurement

An annual team survey is an important tool to gauge accountability and receive team member input, but it is far from sufficient by itself. A comprehensive, year-end survey must be augmented with a more frequent gathering of data that measures team satisfaction, performance and concerns. It’s important to know how your team feels about their jobs and company on a Tuesday in February, a Friday in June and a Monday in October. This gives you a much better opportunity to mitigate small issues before they become larger problems. The good news is new technologies are making this data much easier to obtain and analyze. Tools like Slack and SurveyMonkey allow you to conduct polls quickly and anonymously. You could ask just one question at the end of every day, or three questions every Monday morning and every Friday afternoon. While it is important to act on the information you gather, just by putting in place such a program, you begin to demonstrate how important you believe your team is to the success of the business.


2. More than Job Satisfaction

Second, you have to setup the job or project by collecting materials and getting it ready for action. Your client service coordinator is heavily involved in this phase. Make sure your client knows everything you need by having your client service coordinator send a checklist to gather all materials and information. Check that everything has been received and if materials are missing then contact the client immediately. Be proactive by calling, emailing or even visiting the client to receive the missing information. This will help minimize the number of open jobs your firm has. Log the job into your electronic and visual workflow systems. Visually displaying your system like on an office whiteboard as well as electronically will increase team accountability per job. Draft the internal hours budget, and have a team discussion to determine how to challenge and minimize the hours drafted. Then, allocate and explain the job to the team member doing the work.


3. Do the Easy Tasks Now

Building a highly engaged team can certainly seem like a daunting and complicated task. And that's fair; some of the work is complex and difficult. But much of it is pretty intuitive and easy to remedy. Ensure your team has all the tools they need to perform the job. Fully functioning, up to date technology and software, a workspace that is clean and inviting, convenient parking and transportation accommodations, and learning and development resources. Shortcomings in these areas only breed resentment. Invest in the tools your people use every day. Invest in the physical space they spend 40 hours a week in.

easy task

Remember, what motivates you to grow your business, is most likely different from what motivates others to work for your business. So listen mindfully to your team and design a vision, processes and goals that will incentivize them and reward them. Your rewards will flow naturally from theirs.

Our Magnify membership program has helped Accounting firms around the world develop and implement marketing strategies that delivers results. You too can achieve this for your firm and so much more. Learn more about what Magnify can do for you.


About the Author

Justin Sins

Business Strategy Consultant

As a member of the Business Strategy Team, Justin works with a portfolio of clients to customize PANALITIX solutions for individual firms. He has a unique ability to detect and diagnose trouble spots through mindful listening, observation and analysis. With experience in education, political campaigns and business management, Justin has developed a keen sense of building and training successful teams. Justin has a Bachelor’s Degree from The George Washington University where he studied Political Science and Journalism.

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