1968 S. Coast Highway, Ste 525, Laguna Beach, CA 92651

Effective Ways to Pump Up your team’s Enthusiasm

Effective Ways to Pump Up your team’s Enthusiasm

Are your Team Members giving your Restaurant, Hotel or Retail Shop their all?

  • Do they believe that what they’re doing is not only relevant but also very important?
  • Do they feel valued, recognized and appreciated?
  • Do they show up for work each day and every shift filled with passion, determination and purpose?


Because business owners who aren’t taking care of their Team Members, are missing out on significant cost-savings and profits.

Businesses in the top 20% in Team Members’ engagement had less turnover and remarkably higher percentages of guest loyalty, profitability and revenue. 

Extensive studies by Human Resources consulting firms have revealed powerful links between Team Members’ engagement and productivity, which ultimately and significantly impacts any business’ bottom line. 

For business leaders in companies of all sizes, the writing is on the wall: You can make and save money by keeping Team Members engaged. 

Let’s face it, Team Members aren’t just humans doing; they’re human beings. Today’s entrepreneurs must make it a priority to get to know them so they can provide whatever is needed to keep their Team Members fully engaged in what they do. This creates wins for everyone. With that in mind, here are effective and successful management tips for creating and sustaining Team Members’ engagement:

  • Let go of any negative opinions you may have about your Team Members. Approach each one of them as a source of unique knowledge with something valuable to contribute to your business. Remember that you are co-creating the achievement of a vision with them.
  • Make sure your Team Members have everything (knowledge and tools) they need to do their jobs successfully. Remember when you started a new school year and you would prepare by getting all new school supplies and books? Why not build just such an opportunity into your business by simply asking each Team Member, “Do you have everything you need to be as competent as you can be?” Remember, just as industry trends and guests’ needs can change daily, so can your Team Members’ needs. 
  • Clearly communicate what is expected of Team Members, what the company values and vision are, and how the company defines success. Team Members can’t perform well or be productive if the “playing field” is not defined for them, and they don’t clearly know what it is they are there to do and what parts they play in the overall success of the company. Be sure to clearly communicate your expectations–and to do it often. 
  • Get to know your Team Members, especially their goals, their stressors, what excites them and how they each define success. I’m not suggesting you pry too deeply or start counseling your Team. What I am suggesting is that you show an interest in their wellbeing and that, when appropriate, you do what it takes to enable them to feel more fulfilled and better balanced. 
  • Make sure they are well trained–and retrained–in guest satisfaction and retention, problem solving and conflict resolution skills. These critical skills will help them interact better with you, their colleagues, guests, vendors and suppliers. Its common sense that better communication reduces stress and increases positive outcomes. 
  • Constantly ask how you’re doing in your Team Members’ eyes. I know it can be difficult for managers to request Team Members’ feedback, and it can be equally if not more challenging for a Team Member to give the person who evaluates them an honest response. To develop this effective skill and model it for your Team Members, begin dialogs with Team Members using such conversation starters as, “It’s one of my goals and objectives to constantly improve myself as a manager. What would you like to see me do differently? What could I be doing to make your job easier?” Be sure to accept feedback graciously and express appreciation. 
  • Pay attention to the company’s culture and values. Are Team Members following them and applying them. Are Team Members laughing at each other or with each other? Do they knock success or do they share success stories, and promote a healthy balanced environment of teamwork. Discourage Team Members from participating in discussions that are destructive to people or the organization, and keep sharing and promoting success and team work in the forefront.
  • Reward and recognize Team Members in ways that are meaningful to them. This is another reason why getting to know your Team Members is so important. Remember to celebrate both accomplishments and efforts to give Team Members working on long-term goals a big boost. 
  • Be steady and consistent for the long haul. If you start an engagement initiative and then drop it, your efforts will backfire, creating Team Members’ estrangement. People are exhausted and exasperated from “program du jour” initiatives that engage their passion and then fizzle out when a business owner gets bored with it. There’s a connection between Team Members’ commitment to an initiative and manager’s commitment to supporting it. An owner’s ongoing commitment to keeping people engaged, involved in and excited about the work they do and the challenges they face must be a daily priority.

Ultimately, you must keep in mind that Team Members are a company’s greatest and most valuable assets. Their collective ideas, feedback and enthusiasm for what they do can help your business flourish, grow and succeed. Some people are naturally wired to give their all and do their best no matter where they work. But the majority of people require the guidance of skilled managers who welcome their ideas, ask for feedback and generate enthusiasm in order to have a sense of purpose, importance and energy about what they do.

“Happy Sailings, Grasshoppers”! ☺

Chris Abbey

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