A 30-year study conducted by Gallup says that 87% of the world’s workforce isn’t engaged in their work. Over 30 million employees were surveyed, so this is a staggering statistic.

Leaders and business owners are typically the ones fired up with passion and potential. They love the vision of their business becoming a massive success. They’re the first through the door on a Monday morning, and last to leave on Friday evening.

But not the vast majority of their employees, who show up because they have to, not because they want to; who do the minimum amount of work necessary; who speak negatively about their work; and who live for the weekend.

Everybody wants to enjoy their job. After all, work takes up around 40 hours of the week and if people dread Mondays and their mind is always on the weekend, they’re not engaged and productive. It also creates stress, because this “I don’t want to be here but I don’t have a choice” attitude bleeds over and affects productivity, creativity, and dedication.

We all know that an enthusiastic and engaged team can work miracles. So how can we instill purpose, passion and enthusiasm in employees, to engage them in the business’ vision?

How can we get them to love coming to work on Mondays and give their work their greatest effort?

1. Connect

How connected are you, really, with your employees? What do you actually know about them, beyond what’s on their CV? Do you know what their passions are? Do you know what their life goals are? Do you know what their secret talents are? Do you know what they would do if money were no object?

Take the time to get to know your employees. Be interested in them. Discover their values, passions, and goals. Find out what kinds of challenges they enjoy. Find out how they can utilise their natural skills in the workplace. You might be surprised at how engaged someone will be once they feel they are allowed to be themselves at work!

2. Share your vision, be real, and make it a team effort

As the old African proverb goes, “Alone, I run fast. Together, we run far.”

Does your team know what the company’s goals and visions are? Do they understand how they fit into the big picture and how important their individual role is?

Usually, disengagement is a sign that an employee doesn’t feel valued, and that they feel that they’re just a cog in a machine, slaving away just to pad the pockets of the company owner.

Invest time in promoting teamwork. When people feel like they’re part of a team, they are naturally more engaged, cooperative, helpful, and open to alternative approaches. Their work becomes part of a collective objective. They see how their specific position is valuable to the greater good and that everyone’s position is important in a unique way.

3. Ask for feedback – about you and about the business

Have a good look at your business from the perspective of your employees through a regular feedback process. A regular employee feedback process can help you to identify small issues before they become big problems. What are their concerns and how do they feel about where the company is heading. You can make your own judgements on these points, yet until you actually sound out your staff for their unique perspective, you are dealing with speculation, no matter how well reasoned.

Ask for input. Ask for ideas. From everyone. And consider each person’s idea. Again – thinking about people’s hidden talents – you just never know when someone has figured out a way around a problem that has had you scratching your head!

Conclusion

You can make people love coming to work on Mondays and give their job their best effort.

Encourage engagement by making it a daily goal to motivate and empower your employees. A happy and productive workplace with a strong team culture of mutual goals and mutual support is the key to successfully gaining a significant competitive edge.

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