L'art de (se) diriger ( le blog de Laurent Pellegrin)

Understand What Your Employees Think And Want
Use e.g. employee engagement surveys or company discussion boards to get an understanding about what your team members think and where the bottlenecks are. Fix a maximum of 2-3 issues at the same time. Focus on "low hanging fruits“ which simultaneously make a big difference.

Build A Trust Culture
Trust is the base of employee engagement. Innovation, transparency, cooperation, etc. depend on trust. Treat each employee as a valuable member of your team, give them the autonomy to make decisions, keep promises, and be reliable.

Practice Open Communication 
Employees should understand what the company´s mission and objectives are and what they’re expected to achieve. Listen to employee feedback and encourage it. Get the teams in on strategies and explain to them their roles. Then they will view themselves as an important, and crucial piece of the puzzle.

Provide Clear Career Paths 
You should support career path development. For example by providing career development and training plans, coaching, shadowing, mentoring, etc. Assist employees to develop professional goals and to learn from colleagues. Show commitment to growth at all levels, and not just senior leaders. Make sure that there exist regular feedback loops between peers, and very importantly, between employee and boss.

Demonstrate Appreciation For Contributions 
Take employee engagement seriously by thanking employees, whether that’s through monetary rewards, company awards, promotion, strategic project responsibilities, or other incentives. 

Inspire Employees Beyond Turnover
People want to work for great and visionary companies. Companies led by managers and leaders who look beyond facts and figures. Employees are motivated by inspirational and honest leadership. You could (and should) engage in social interactions outside work like community support projects. This is a splendid way to strengthen relationships and adds an enjoyable social dimension to work. By the way, no harm at all, if you try making your organization a fun place to work!

Communicate Your Employee Focus
If you are a fun and cool place to work for then make sure people know about it. A strong employment brand that offers clarity on the organization culture and its values ensures that the right people are attracted.

CLOSING REMARKS

Engaged Employees are emotionally involved, have a higher identity level with their organization, work longer in the same company, are more productive and strive to deliver better customer service. Both usually lead to better customer satisfaction and create unique customer experiences. As a result customer loyalty goes up. The bottom line are higher sales and better profit margins."

Source: Andreas von der Heydt

https://www.linkedin.com/today/post/article/20140202190236-175081329-winning-with-engaged-teams