Que faire si la dynamique de votre équipe en souffre et que l’engagement des employés est faible ?

I believe it is important to have multiple conversations and speak a lot to identify the causes of the team's lack of energy and commitment. Ideally, I would initiate these conversations as early as possible in order to develop customised solutions. I would start with a group dialogue and then move into confidential one-to-one conversations before calling the team back together to set some objectives. Throughout this process, I would provide continuous updates and transparency on our progress.

In my experience, pulse surveys can be a great tool in larger organizations. However, smaller teams may be hesitant to participate due to the small size and risking anonymity. I find that attaching a survey to another activity or meeting, focused on certain topics helps start a conversation. First around items that you are hoping to address, and later you can add a field for open dialogue. I've found that by breaking the ice and collecting focused data first, I have far more feedback participation in the open-ended field than if I were to just ask what everyone thinks.

Identify the issues affecting team dynamics and employee engagement. Look for patterns, recurring problems, or specific incidents.

Addressing team dynamics and engagement begins with a comprehensive assessment—active listening, observational analysis, and anonymous surveys. Leveraging the 6 Seconds EQ philosophy, empathy, and non-judgmental problem-solving are pivotal. These steps, grounded in 30 years of leadership experience, reveal the need for open, empathetic communication and actionable feedback mechanisms. This approach not only identifies root causes but fosters an emotionally intelligent culture that values every contribution, promoting a resilient, engaged team environment. Through empathy and strategic leadership, we turn challenges into opportunities for growth, embodying the essence of transformational leadership for senior executives and business leaders.

Cuando la dinámica de un equipo se ve afectada y el compromiso de los empleados es bajo, es crucial abordar la situación de manera estratégica y comprensiva. Antes de tomar medidas específicas, es importante comprender las razones que hay detrás. Pueden ser varios factores, como comunicación disfuncional, incompetencia de liderazgo, desmotivación o conflictos interpersonales.

Propongo los siguientes 9 pasos a realizar: - Identificar las causas del problema - Mejorar la comunicación entre las partes, priorizando los acuerdos por encima de las imposiciones injustificadas - Reforzar el sentido de pertenencia a la institución - Ofrecer desarrollo profesional y planes de carrera - Establecer objetivos claros y realistas (incluso que ellos colaboren en su creación). - Fomentar la autonomía y responsabilidad - Abordar problemas de desempeño de manera constructiva (con una evaluación objetiva abierta). - Revisar las cargas de trabajo y recursos disponibles - Realizar seguimiento y los ajustes necesarios.

Se a dinâmica da equipe está sofrendo e o engajamento dos funcionários é baixo, é crucial agir proativamente para reverter essa situação. Identifique as causas conversando com os membros da equipe. Promova uma cultura de comunicação aberta e transparente. Realize atividades de integração para fortalecer os laços e incentive a participação em projetos desafiadores. Ofereça reconhecimento e incentivos pelo trabalho. Esteja aberto ao feedback e faça ajustes conforme necessário. Ao demonstrar comprometimento com o bem-estar da equipe, é possível promover uma cultura de colaboração e alto desempenho.

Open Dialogue: Encourage transparent communication to voice concerns and ideas freely. Hold regular 1:1meetings- individual issues & team meetings- collective discussions. Goals: Establish SMART goals to ensure everyone understands their role in achieving these goals & how it impacts the team's success. Collaboration: Encourage collaborative projects, brainstorming sessions, & cross-functional activities. Recognize/ Reward: Acknowledge & appreciate individual & team accomplishments regularly. Celebrate milestones/ achievements to boost morale & motivation. Development: Offer training, coaching, and mentoring opportunities. Provide resources for skill enhancement & career advancement, empowering employees to reach their full potential.

1º passo analisar desde quando vem o baixo engajamento da equipe. 2º mapear as principais mudanças ocorridas neste período, para avaliar o impacto delas na dinâmica 3º realizar um processo de escuta ativa, com suspensão de julgamentos, para que seguros emocionalmente, as pessoas possam se abrir, ajudando a chegar no cerne da questão.

Your approach to addressing the team's lack of energy and commitment is thorough and thoughtful. By initiating multiple conversations, starting with a group dialogue and then moving to confidential one-to-one discussions, you create a space for open communication and personalized solutions. Involving the team in setting objectives and providing continuous updates fosters transparency and engagement. This approach can help identify and address underlying issues, ultimately revitalizing the team's energy and commitment.

El diálogo abierto con el equipo es imprescindible para resolver el bajo compromiso. Pero antes de todo habrá que preguntarse - ¿Qué cuestiones reales afectan a nivel de resultados? - ¿Qué emocionalidad colectiva existe en el equipo: entre ellos y con el líder? - ¿Cuál es el nivel de confianza? Una vez que se han podido averiguar las cuestiones objetivas y emocionales, que están latentes o de forma expresa en el equipo, habrá que abordar la conversación. ¿Cómo? Con actitud abierta, positiva para escuchar y saber lo que realmente hay dentro del equipo. Si sólo se reúne a las personas para hablar, pero no se toman decisiones y se llevan a cabo, de poco servirá. Actitud honesta en todas y cada una de las personas.

Create a safe space for open and honest communication. Encourage team members to share their thoughts, concerns, and suggestions. This can help in identifying issues and finding solutions collaboratively.

Open dialogue enhances team dynamics and engagement through key steps: • Establish Safety: Foster an environment where all opinions are safe to express • Encourage Dissent: Welcome diverse viewpoints for better problem-solving • Act on Feedback: Show that feedback is valued by acting on it effectively • Build Trust: Develop trust through transparent and open communication • Sustain Engagement: Ensure these practices are ongoing, not just one-time actions Consistent application of these steps can transform team dynamics and boost overall success.

In over 30 years of leadership, one truth has stood out: the power of EQ and open dialogue in transforming teams. Embracing the 6 Seconds EQ principles, we learn that true leadership is about fostering a safe space for honest conversations, listening with empathy, and responding with understanding. By leveraging EQ tools and embracing vulnerability, we not only address immediate challenges but also cultivate a culture of growth and innovation. As leaders, let's commit to using emotional intelligence to guide our teams towards resilience, engagement, and success.

Organiza sesiones de retroalimentación con el equipo para comprender sus percepciones. Fomenta un ambiente seguro donde todos puedan expresare abiertamente. También puedes abrir canales para presentar ideas, discutir posturas, resolver problemas y recibir feedback constructivo.

Envolver as pessoas na busca por uma solução que se ajuste, é uma passo fundamental para o sucesso de qualquer processo de transformação. Pontos a serem observados: * Ambiente neutro e seguro * Liberdade sem interrupção na fala * Criar perguntas abertas, para obter o máximo nas respostas * Alinhar expectativas e perspectivas, buscando o significado para cada um. Muitas vezes a desmotivação e baixo engajamento, pode ocorrer simplesmente porque o significado que um dá para algo, é completamente diferente do outro.

Leveraging 30 years of EQ leadership, we see the power of aligning SMART objectives with team values. Integrating 6 Seconds EQ insights ensures goals resonate deeply, fostering commitment and enhancing performance. As leaders, it's our role to guide, inspire, and embody these goals, creating a culture where objectives are not just met but embraced. This approach not only drives success but enriches our collective journey towards excellence. Let's lead with strategy and heart, transforming challenges into opportunities for growth.

Clearly define team goals and individual roles. Having a shared purpose can foster a sense of unity and commitment among team members. Regularly review these objectives and adjust them as needed.

Ofrece espacios de encuentro y conexión, donde cada miembro del equipo participe activamente en el establecimiento de metas claras, realistas y alcanzables. Esto les proporcionará un sentido de dirección y propósito, aumentando su motivación y compromiso para lograr los objetivos establecidos.

Definir metas, com a participação de todos, produz um maior engajamento. Portanto, não deixe de participar seu time neste processo.

Fostering inclusivity in your team is like cultivating a vibrant garden. As highlighted by Stefanie K. Johnson in "Inclusify: The Power of Uniqueness and Belonging to Build Innovative Teams," each plant—representing a team member—thrives on its uniqueness yet contributes to the garden's overall health. Encourage diversity of thought and give everyone the soil to root their ideas. Emotional intelligence acts as sunlight, helping you recognize and nurture these unique contributions. By cultivating this environment, you ensure every plant flourishes, leading to a lush, diverse, and productive workplace where everyone feels valued and understood.

Inclusivity is the cornerstone of high-performing teams. Drawing on 3 years of leadership and 6 Seconds EQ principles, I've learned that valuing diverse thoughts and experiences enhances team cohesion and innovation. EQ empowers us to appreciate and leverage individual differences, fostering a culture where every voice matters. By ensuring all team members feel heard and valued, we boost engagement and drive superior performance. Let's embrace inclusivity, using EQ to build teams where diversity is not just accepted but celebrated.

Promote a culture of inclusivity where everyone’s opinions are valued. This can help in building trust and improving collaboration within the team. Celebrate diversity and ensure that everyone feels heard and respected.

Todos buscamos ser vistos, adoramos pertencer, perceba isso na necessidade humana de torcer por times, participar de comunidades religiosas, entre outros. Essa necessidade quando atendida, nos torna muito mais fortes emocionalmente, portanto não deixe de criar este tipo de inclusão, dando o suporte e apoio que sua equipe precisa para alcançar o sucesso.

Regularly acknowledge and appreciate your team’s efforts. Recognition can boost morale and motivate team members to perform better.

Lembre-se do Mindset de Crescimento, no livro de Carol S. Dweck, onde valorizar o esforço produz mentes mais fortalecidas e preparadas para o sucesso. Pessoas que não tem medo de falhar, são as que alcançam resultados superiores, àquela que procrastinam por medo dos julgamentos.

El concepto “salario emocional” es una gran alternativa para promover la integración y el compromiso de las personas con el equipo. El libro "Los 5 lenguajes del aprecio en el trabajo" del Dr. Gary Chapman es una excelente referencia para entender cómo se pueden aplicar conceptos relacionados con el salario emocional en el entorno laboral. Al implementar estas acciones de manera estratégica y enfocada, podrás aumentar el compromiso y la productividad general de la organización.

Look into other factors that might be affecting team dynamics and employee engagement. This could include workload, work-life balance, job satisfaction, or organizational culture. Make necessary adjustments to create a more positive and productive work environment.

If team dynamics are suffering due to low engagement, take action. Start by fostering open communication channels, encouraging feedback, and addressing any underlying issues. Implement team-building activities, recognize achievements, and offer development opportunities. Additionally, ensure leaders lead by example, demonstrating enthusiasm and support for the team. Regularly assess engagement levels and adjust strategies as needed to create a more cohesive and engaged team environment.

Todo comienza identificando las raíces de cualquier tensión o descontento, estableciendo así una base sólida para la comunicación abierta y honesta. Durante esta comunicación abierta es importante hablar de expectativas, objetivos, necesidad de cambios para llegar a acuerdos que sean gana-gana. En este ambiente, el crecimiento profesional y la celebración del éxito son prioridades, impulsando a cada miembro del equipo a alcanzar su máximo potencial. Y finalmente, en medio de todo esto, se crea un espacio donde la positividad y el bienestar se entrelazan con la productividad y el rendimiento excepcional.

Manifestar disponibilidade e receptividade, além de demonstrar habilidade em ouvir, contribuirá significativamente para estabelecer um ambiente mais propício. Ninguém se sente confortável ao lidar com questões não resolvidas e atmosferas tensas, pois isso pode rapidamente deteriorar o clima na equipe e prejudicar a gestão. Portanto, é crucial que o líder esteja constantemente atento às dinâmicas da equipe e seja proativo na resolução de conflitos.