Career Development Skills & Workshops. Team Engagement. Team Engagement Workshop. Employee name:

Transcription

1 Career Development Skills & Workshops Team Engagement Workshop Team Engagement Employee name: Pub:

2 Career Development Skills & Workshops Team Engagement The skills and knowledge you will gain: What team engagement really means The benefits of team engagement When and how to engage your team Team engagement ideas Introduction Our team truly are the company's best asset and for that reason caring for them and ensuring they are fulfilled and motivated in their workplace should be every manager s priority. The secret to this is team engagement and it s fair to say that most managers understand this however many simply don t know where to start to do this or how to do this consistently. Individuals need to feel part of the business, to feel and know that they are contributing to its success. Sharing goals, targets and results is a good start but that alone will not flick the switch for every individual or importantly team. This workshop will allow you to understand the benefits that team engagement brings. It is also intended to raise your awareness of what is currently happening to engage your team and give you the ideas of how to improve and build on this. What to expect: Some reading and an exercise for you to practice and complete within this workbook. Practical assignments to complete. Who will be your mentor and what can you expect from them? Your mentor is there to coach help with any questions you have. They are there to support you during the practical assignment but not to carry out the preparation that s down to you to show off your talents! Your mentor will be a person who is competent in the skills and knowledge you need to gain. How long do I have to complete my workshop? You may take as long as you need to read the information so you are comfortable and able put your learning into practice. For the practical assignments you will have time assigned throughout your working week to complete them. So let s get started, remembering our Team Value, Preparation is the key - always prepare for success. 1 Development Skills & Workshops/Mngt/Coaching Team Engagement Workbookv2

3 The Meaning of Team Engagement The words team engagement are frequently used within our business so it s important to understand the terms actual meaning in order to be able to use the skills on a daily basis as well as facilitate effective engagement training sessions. Definition: Employee engagement is the extent to which employees feel passionate about their jobs, are committed to the organisation and put discretionary effort into their work. An "engaged employee" is one who is fully absorbed by and enthusiastic about their work and taking positive action to further the organisation's reputation and interests. Employee engagement is not the same as employee satisfaction as this only indicates how happy or content your team members are. It does not address their level of motivation, involvement, or emotional commitment. For example, for some employees being satisfied means collecting a pay cheque while doing as little work as possible. There are two primary factors that drive employee engagement: Engagement with the company or organisation how they connect with company values, vision and the senior team/leaders. Engagement with "My Manager feeling valued, being treated fairly, receiving feedback and direction and generally having a strong working relationship based on mutual respect. Think about your team. Answer the following questions honestly. 1 Using a scale of 1-10 how well do you think your team connect with the company values and vision? Do all your team members know who the senior leaders are? 3. Using a scale of 1-10 how well do you think your team connect with senior team leaders? (Think about how often they see them, talk to them, and are exposed to them) Using a scale of 1-10 how good a job do you feel you and your mngt team are at giving team feedback and direction in terms of their work and accomplishments? What ways do you currently use to engage individual team members and how often is this done? 6. What ways do you currently use to engage your whole team and how often is this done? 2 Development Skills & Workshops/Mngt/Coaching Team Engagement Workbookv2

4 The Benefits of Team Engagement Coming together is a beginning; keeping together is progress; working together is success. Henry Ford. There are lots of benefits for engaging your team; raising the team s spirits after a particularly challenging shift, helping to continue to cement team relationships after a new pub opening, or perhaps to recognise individuals for their efforts and commitment. However looking at the bigger picture below are 5 key reasons for engaging your team. Productivity As an individual becomes more engaged their motivation increases leading to increased productivity. What this means is that the more engaged the more efficient and likely to be driven to succeed. Engaged employees are often top performers, those committed to going the extra mile to achieve success. Retention & Recruitment The recruitment market place is a tough place and the less time you, as a manager, have to spend on recruitment the more time you have to spend on developing your team and driving the business. Individuals who are engaged have a significantly lower risk of leaving the business. As they are more invested in the success of the business they also become more loyal. For any new team a member this speaks volumes about the company they have just signed up to! Employee Satisfaction It s a fact that when individuals are engaged in the business and their role their job satisfaction levels increase. They often have a high level of commitment and loyalty becoming great ambassadors promoting the company values and beliefs. Innovation We already know that engaged employees perform at a higher level and bring passion and interest to their job roles. This can lead to the team member having ideas to improve to service, product or customer experience. Some of the best ideas or solutions to practical workplace issues come from the team members which is not surprising given they are the ones using the current systems, equipment, products or simply delivering the service to our customers. Investing a regular time where they can share their ideas or help to be part of a decision processes within the business will show them their involvement is valued not only by the company but by their managers. Profitability Research shows companies with more engaged employees tend to have higher profitability rates. When employees are engaged they become more productive and efficient which can only have positive affect the pubs profit line. 3 Development Skills & Workshops/Mngt/Coaching Team Engagement Workbookv2

5 How and When to Engage Your Team Get to know your team It should be obvious but getting to know your team and remembering key facts shows a team member you are interested in them and their wellbeing. Often this can be forgotten and the only time someone is give personal focus is if they are off ill or underperforming. A good manager will get to know a bit about each team member without coming across nosey or intrusive. For example remembering the names of a person s new born, what sport they regular play or perhaps a hobby they frequently carry out. Whatever you remember it s a chance for you to connect with your team member and for them to feel they are not just a payroll number! Train your team One of the most if not the most important things to do is team training, whether it s new individuals inductions, a refresher on wine training for servers or new menu training. No matter what the key is to make sure it s delivered and not just given lip service. All individuals benefit from training no matter how experienced they are or how long they have done a job. Its shows that you as their manager and the company are prepared to invest your time in them. An investment that is often time restricted and easily put off or on the back burner. Remember, untrained or un-stretched employees are one of the greatest reasons for team turnover. Develop those with green shoots Recognising raw talent is essential not only for individuals career planning but also to have a succession pipeline for internal promotions and natural turnover. Recognising an individual who displays positive behaviours and ability is the first step. The important point is to harness the green shoots by a training and development plan that gives the individual a clear path to highlight what the future can hold and how they can achieve it. Recognise success and efforts Acknowledging when an individual has done well, put in a lot of effort or simply gone the extra mile to help when the chips are down is important. Never underestimate a simple heartfelt thank you. It can speak volumes to a team member. On the other end of the scale being recognised publically in front of fellow team members gives a chance for the team member to feel proud and for others, it s an opportunity to inspire them to want to achieve and contribute. It doesn t matter how you do it and it needs to be appropriate for the person (some individuals are uncomfortable with public recognition) the most important point to remember is to do it and where possible give recognition instantaneously rather than waiting to tell someone in their next 1:1 or review. Encourage teamwork It sounds obvious but working as part of a team to achieve a goal is the way to engage the whole team. Enthusiasm is infectious. Team members who are fully engaged and want to succeed send a powerful a positive message to those who need to reengage or perhaps are new to the business. Whether celebrating success or working through a difficult shift together cements and creates a happy and supportive team. 4 Development Skills & Workshops/Mngt/Coaching Team Engagement Workbookv2

6 Live the company team values As a leader if you want your team to embrace and engage not only your but the company team values and vision you must foster credibility by making sure you demonstrate that you are engaged and live the values every day. It s not something you can switch off and switch on or role out just at team meetings. You need to demonstrate you commitment every day; in completing your own day to day working activities but also when communicating and leading your team. It s natural for individuals to want to be proud of their jobs, their performance, and their company. When people are socialising the question of what they do for a living is bound to come up in conversation. If they are proud of where they work and what they do the will happily talk about their role and company with passion to the social circle. Think of someone you know who loves their job and who they work for now think of someone you know whos job is just a job. How are their conversations different when work is mentioned? Those who are engaged in their job embrace company values and vison and understand its importance. Support and nurture team contribution By giving your team members opportunities to participate in decision making allows them to feel they are contributing to the businesses success. Asking your team to help decide a course of action on a business decision, no matter how small, gives them a feeling of being in on things. Never underestimate the team s ability to help come up with solutions. After all they are the ones using the systems and gathering feedback from your customers every day. Coach your team Coaching individuals within your team is different to training them. Coaching is used to help the individual become more self-reliant and help them to come up with solutions to problems they may have or be facing. Coaching is particularly important to help develop your management team as it allows them to focus on positive solutions rather than the issue or problem. It may be a long term project that they are working on or simply a HR situation they are trying to work through. Either way 1:1 coaching is a positive tool to use helping to re-engage the individual through quality time with their manager. Listen and act (employee feedback) We have already recognised that nurturing contributions and feedback from the team helps to make them feel part of the business. It s equally important to use the positive feedback and act on it. For example this maybe a something as simple as slight changes to shift patterns, a different way to organise the KP area or ways to improve general communication on shift change. Whatever it is, where possible and viable, acting on feedback and changing the status quo demonstrates you have listened and taken on-board great ideas. 5 Development Skills & Workshops/Mngt/Coaching Team Engagement Workbookv2

7 Team Engagement Games Team engagement is like planting a seed; it needs to be nurtured and time to develop. Giving the team some time out using engagement games in a different environment has several benefits: *Whether the team members are new to the business or long termers is irrelevant. It s about team spirit and enthusiasm rather that learnt skills. *The full team are present which means that all individuals get to bond and work together. Some may have never worked together due to part time or weekend only work. *It s about having fun working through games together whilst learning about each other s attributes and qualities. Below are some team engagement games and ideas that work well for groups. 1 Truths and Lies This game also known as Two Truths, One Lie is an easy, fun and quick way for team members to get to know one another. Invite everyone to sit in a circle facing the centre. Instruct everyone to take a minute or two to come up with two truths and one lie about themselves. (It s not necessary but you could have each individual write this information on a small sheet of paper making sure to label which was truth and which was lie.) Pick a random slip of paper or just choose someone to reveal the three pieces of information about themselves. Allow the rest of the group to confer and decide what truth is and what is lie. Then reveal the lie and move on to the next person. 2 Observation This simple game is a great way to refresh and engage a team that is feeling drained or stressed. The nice thing about this activity is that it doesn t require much time or any extra equipment. Divide the group into two equal lines (or roughly equal if there are odd numbers) and have them face the opposite line. Choose a team to go first and either give them a minute to study the opposite line or make them turn around right away. Then give the other line a minute or so to change ten things about themselves. The changes can include swapping clothing or jewellery, removing or untying shoes, rolling sleeves, unbuttoning/untucking shirts, etc. When time runs out, instruct the first line to turn around and list the changes that have been made. Once all changes have been discovered, switch roles and go again. 6 Development Skills & Workshops/Mngt/Coaching Team Engagement Workbookv2

8 The great egg drop The messiest game from indoor team building games. The Great Egg Drop will teach your staff how to cooperate and will highlight the meaning of a common goal. Moreover, the game is a lot of fun, it ll definitely leave good memories. Gather some materials to use for this building game; paper cups, cello tape, string, scissors, straws, tin foil strips and eggs. This activity requires you to split your employees into two parts and ask them to build an egg package that can withstand a 2 metre drop. Give the teams the same allotted time minutes. As soon as they built the package, both sides have to make a one-minute presentation to explain why their construction is unique and best. After the presentation ends, both sides will have to let go of the egg and see if their egg package truly works. Give a prize to the winning team. 3. Picture pieces game Time Required: 30 minutes This problem solving activity will teach participants how to work in a team and it demonstrates departmental working, which is the understanding that each person working on their own part contributes to an overall group result. You will need to choose a well-known picture or cartoon that is full of detail. The picture needs to be cut into as many equal squares as there are participants in the activity. You will also need to supply pencils, crayons, A4 paper, markers and rulers. Each participant should be given a piece of the puzzle and instructed to create an exact copy of their piece of the puzzle five times bigger than its original size. They are posed with the problem of not knowing why or how their own work affects the larger picture. You should pass out the stationary in order to make the process simpler and run more smoothly. When all the participants have completed their enlargements, ask them to assemble their pieces into a giant copy of the original picture on a table. (Tip choose an interesting or significant picture ) 7 Development Skills & Workshops/Mngt/Coaching Team Engagement Workbookv2

9 Well-done! You ve completed the workshop. Once you have completed your prep for each assignment as your mentor to review this with you, to make sure you re on the right track. Remember you have all the knowledge you need to help you carry out your practical assignment within your workbook. Practical Assignment These assignments should be carried out over the course of a 12 weeks. 1. Using one of the engagement games within the workbook, organise a team engagement session for your team members. Use the session to recognise any recent team or individual s success linking them back to the company s team values. 2. Organise a team feedback and think tank session to discuss ways to either: Improve an aspect of customer service Generate ways to engage community planning a small community geared event Improve interdepartmental awareness of roles and the challenges within the roles 3. Using the company team values organise a new starter s refresher training session to look at the values and how they can practically be lived every day at work. The use of Module M22- Core Team may help with this session. 4. After you have completed all 3 assignments complete the questionnaire on page 2 again to see if the results have moved from your starting point. Remember our Team Value, Preparation is the key - always prepare for success! Assignment Feedback GMs Comments: Area Managers Comments: 8 Development Skills & Workshops/Mngt/Coaching Team Engagement Workbookv2