Team Needs and How They Influence Employee Engagement
In part three of my Q¹² survey, Gallup’s employee engagement tool, we’ll look at the team needs that play into personal satisfaction in the workplace. Humans are innately social creatures, which doesn’t stop at the office. In fact, the strength of our workplace relationships can determine so much about the quality of our professional lives and even long-term success.
So how do those bonds form? What factors determine their strength, and what steps can we take to ensure we’re doing our part to foster them? Let’s take a deeper look at the team-oriented questions that contribute to employee engagement.
As you explore the questions of the survey, pose the questions to yourself and answer using absolutely, somewhat, and not at all. When you find yourself answering with anything below absolutely, it’s time for you to re-evaluate and assess what you can do to change that answer.
So many factors go into feeling seen in the workplace. It’s an important aspect with short-term benefits like increased confidence and long-term benefits like going further in your career. How can you get comfortable giving and receiving feedback?
Sharing your opinions is a critical component of professional development and it’s important to feel like your voice is heard.
Question #7: At work, my opinion counts.
Accepting — Be open to opinions and feedback
Proactive — Stay in regular contact with team members to get feedback
Responsive — Remember to provide your own feedback too
When we do work that’s aligned with our values, we’re more engaged and derive a greater sense of fulfillment from it.
Question #8: The mission or purpose of my company makes me feel my job is important.
Take it seriously — Create a shared mission with your team that aligns with your company values
Be the torchbearer — Bring it to life with a plan and frequent check‑ins
Do what is right — Remember that mission, vision, and values inform thoughts, actions, and behaviors.
Healthy workplace culture is a non-negotiable for so many in the workforce. It determines your day-to-day experience, overall job satisfaction, and tenure at a company. Here’s how to assess the factors that contribute to great company culture.
Question #9: My associates or fellow employees are committed to quality work.
Culture — Standards are upheld on all levels
Individual Commitment — Individuals take responsibility for their actions and deliver the highest quality standards
Team Commitment — Teams feel comfortable with questioning and addressing matters about what’s right
From coffee breaks to happy hours, nothing replaces having a workplace confidante who can be a sounding board and a trusted source of support. Here are the tenants of a work best friend.
Question #10: I have a best friend at work.
Trust — Confidence in one another’s reliability and dependability
Teamwork — Appreciation of one another's talents and strengths
Emotional Loyalty — Loyalty to the team is passionate and expressive
I hope this newsletter has inspired you to think about your team, your purpose, and your workplace relationships. If there were questions where you found yourself reflecting and feeling like there are changes you’d like to see, that’s an exciting thing! You’ve identified something you’d like to address, and that’s a great place to start. As you’re reflecting, how can I help you identify goals and create an action plan for your journey? I’d love to offer my help however I can, and the best way is to start with a conversation.