FEATURE
Five Ways to Supercharge and Engage Your Employees
By Sam Silverstein
Every leader dreams of a team that’s highly engaged, motivated, and driv- en to deliver their best work. Hav- ing such engaged employees would transform an organization, boosting not just productivity but also inno- vation. However, creating and sus- taining such an engaged team does not happen by chance; it requires intentional and consistent action that empowers, inspires, and unlocks the true potential of the people on your team. Leaders who know how to supercharge their employees under- stand that success goes beyond day- to-day tasks—it’s about fostering a culture where everyone is engaged and motivated to achieve shared goals and push the boundaries of what’s possible. Here are five ways you can super- charge your employees and begin building a powerhouse team. 1) Empower Decision-Making People succeed in places where they can do things the way they want to do them. Autonomy to make deci- sions within their roles is essential to foster a sense of ownership and ac- countability within your employees. It tells your team that you trust them enough to let them take the reins and make a positive contribution. By empowering your employees to make their own decisions, you also give them the space to try out new approaches and take calculated risks, helping them develop confidence in their abilities, build an engaged atti- tude, and truly unlock their potential. 2) Foster a Culture of Continuous Learning A common misconception in corpo-
is a simple “good job” or a public celebration, regular recognition has the power to push employees to go the extra mile. Remember: when you celebrate the small wins, it inspires your people to try even harder for the big ones. However, recognition does not just boost morale; it builds loyalty and strong relationships between you and your people. Once again, this starts with you. When you, the lead- er, begin to recognize and consis- tently reward your people— whether through a quick thank-you, a team shout-out, or a formal award—you set a powerful example. Before you know it, recognition becomes a ripple effect and becomes an everyday part of your organization. 4) Encourage Open Communication and Feedback Nothing harms an organization’s cul- ture more than dishonesty. If peo- ple cannot take you at your word, trust erodes, and collaboration suf- fers. Soon enough, your employees will feel like they are walking on eggshells. Open communication and honest feedback are the antidotes to this. When people feel they can speak up, share their ideas, and voice concerns without fear, you create a culture built on trust and transpar- ency. This type of communication signals that you value your team’s perspec- tives and are willing to hear both the good and the bad. As open feedback permeates through your organization, inefficiencies will be identified faster, issues addressed promptly, and op- portunities for improvement uncov- ered more readily.
rate culture is the idea of a “training period”—as if learning is a one-time event rather than an ongoing jour- ney. Learning is a perpetual journey, and most people find the learning process to be both enjoyable and in- spirational. To create a culture of con- tinuous learning and better engage your people, you need to model this behavior in your own role. Show your team that learning never stops, no matter your position. Dedicate time to attend workshops and learning new skills and approaches. When leaders demonstrate a com- mitment to growth, it sets the tone for the entire organization. People appreciate continuous investment in them. By modeling this behavior and providing easy access to develop- mental opportunities, such as online courses and mentorship programs, you create an environment where learning is the norm. One that is constantly growing, innovating, and ready to meet new challenges. 3) Recognize and Reward Efforts Nothing fuels motivation and helps people to engage at the highest level more than knowing your hard work is noticed and valued. Whether it
22 | Winter 2025 POWERLINE
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