{"id":92586,"date":"2023-02-28T08:00:04","date_gmt":"2023-02-28T13:00:04","guid":{"rendered":"https:\/\/www.novaconcept.com\/six-ways-to-reenergize-a-depleted-team\/"},"modified":"2023-02-28T09:34:09","modified_gmt":"2023-02-28T14:34:09","slug":"six-ways-to-reenergize-a-depleted-team","status":"publish","type":"post","link":"https:\/\/www.novaconcept.com\/en\/six-ways-to-reenergize-a-depleted-team\/","title":{"rendered":"Six Ways to Reenergize a Depleted Team"},"content":{"rendered":"

[vc_row row_height_percent=”0″ override_padding=”yes” h_padding=”2″ top_padding=”3″ bottom_padding=”3″ overlay_alpha=”50″ gutter_size=”3″ column_width_percent=”100″ shift_y=”0″ z_index=”0″ uncode_shortcode_id=”159381″ shape_dividers=””][vc_column column_width_percent=”100″ gutter_size=”3″ overlay_alpha=”50″ shift_x=”0″ shift_y=”0″ shift_y_down=”0″ z_index=”0″ medium_width=”0″ mobile_width=”0″ width=”1\/1″ uncode_shortcode_id=”866517″ el_id=”#_ftn1″][vc_column_text uncode_shortcode_id=”933624″ el_id=”texte-article”]This article is an adaptation of \u201c6 ways to Reenergize a Depleted Team\u201d by Ron Carucci and Kathleen Hogan. We also added a few tips.<\/em>[\/vc_column_text][vc_column_text uncode_shortcode_id=”196553″ el_id=”texte-article” css=”.vc_custom_1677102586964{padding-top: 0px !important;}” el_class=”citation-txt”]\u201cEveryone on my team seems tired…all the time. I ask them how they\u2019re doing, and they tell me \u2018fine.\u2019 If someone asks for time off, I say yes. They get the work done, but it seems like they\u2019re in a fog. I don\u2019t know what to do.\u201d Does this sound like what you\u2019re currently going through as a manager or team member?<\/em>[\/vc_column_text][vc_column_text uncode_shortcode_id=”186903″ el_id=”texte-article”]The last two years of volatility saw increased employee turnover, supply chain disruptions, changing workforce expectations about flexibility, and exhausting demands on time and labour.<\/p>\n

According to Gallup, seven in 10 people globally report they\u2019re experiencing distress, are exhausted or feel isolated. 53% of respondents\u2014particularly parents (55%) and women (56%)\u2014say they\u2019re more likely to prioritize their health and well-being over work than before. What we\u2019ve learned during this tumultuous period is that people want to keep working\u2014just not at the expense of their overall health and happiness. People don\u2019t work so much for the future now, but rather for the present.<\/p>\n

If your team isn\u2019t displaying the vibrant energy you believe them to inherently possess (or that they once had), here are some renewable energy sources you can tap into to help get that vibe where everything seems possible.<\/u>[\/vc_column_text][\/vc_column][\/vc_row][vc_row row_height_percent=”0″ override_padding=”yes” h_padding=”2″ top_padding=”0″ bottom_padding=”2″ back_color=”color-158862″ overlay_alpha=”50″ gutter_size=”3″ column_width_percent=”100″ shift_y=”0″ z_index=”0″ uncode_shortcode_id=”151858″ back_color_type=”uncode-palette” el_class=”.smaller-text” shape_dividers=””][vc_column column_width_percent=”100″ gutter_size=”3″ override_padding=”yes” column_padding=”0″ overlay_alpha=”50″ shift_x=”0″ shift_y=”0″ shift_y_down=”0″ z_index=”0″ medium_width=”0″ mobile_width=”0″ width=”1\/1″ uncode_shortcode_id=”214164″ css=”.vc_custom_1666383438361{padding-top: 50px !important;}”][vc_column_text uncode_shortcode_id=”204682″ el_id=”texte-article”]1.<\/span> Initiate purpose-driven career conversations.<\/strong><\/p>\n

The last two years have unleashed a hunger for deeper meaning from our work. People want to know they\u2019re on a path of growth and opportunity for greater impact. They want to talk about their careers but aren\u2019t always comfortable initiating that dialogue.<\/p>\n

Leaders can show they care by starting or prompting those conversations and making them routine. This legitimizes people\u2019s desire to talk about their future aspirations while removing any awkwardness. These conversations should also include caring feedback on work areas to improve so that people are ready for opportunities when they arise.<\/p>\n

Leaders should also be on the lookout for especially talented (high-potential) people getting bored. For them, your greatest support might be helping them find a more challenging role within the organization, and it could keep you from losing them to an external opportunity.[\/vc_column_text][\/vc_column][\/vc_row][vc_row row_height_percent=”0″ override_padding=”yes” h_padding=”2″ top_padding=”2″ bottom_padding=”2″ overlay_alpha=”50″ gutter_size=”3″ column_width_percent=”100″ shift_y=”0″ z_index=”0″ uncode_shortcode_id=”699498″ shape_dividers=””][vc_column width=”1\/1″][vc_column_text uncode_shortcode_id=”325425″ el_id=”texte-article”]2. <\/span>Create team rituals that foster mutual care and belonging.<\/strong><\/p>\n

Team members should be able to talk freely about family difficulties, health needs, and other general concerns. This also makes it safe for people to ask for help when needed and make plans for covering for each other when someone needs to step away from work.<\/p>\n

Routinely open team meetings with a variety of check-in rituals. For example, asking people to share something they\u2019re grateful for that day or one word that describes how they\u2019re feeling. The idea is that, over time, the team becomes a place of refuge where you go to get reenergized and restored. Use yourself as an example to encourage buy-in.[\/vc_column_text][\/vc_column][\/vc_row][vc_row row_height_percent=”0″ override_padding=”yes” h_padding=”2″ top_padding=”1″ bottom_padding=”2″ back_color=”color-158862″ overlay_alpha=”50″ gutter_size=”3″ column_width_percent=”100″ shift_y=”0″ z_index=”0″ uncode_shortcode_id=”152006″ back_color_type=”uncode-palette” el_class=”.smaller-text”][vc_column column_width_percent=”100″ gutter_size=”3″ override_padding=”yes” column_padding=”0″ overlay_alpha=”50″ shift_x=”0″ shift_y=”0″ shift_y_down=”0″ z_index=”0″ medium_width=”0″ mobile_width=”0″ width=”1\/1″ uncode_shortcode_id=”214164″ css=”.vc_custom_1666383438361{padding-top: 50px !important;}”][vc_column_text uncode_shortcode_id=”784197″ el_id=”texte-article”]3.<\/span> Help build a portfolio of diverse relationships.<\/strong><\/p>\n

Remote work has narrowed people\u2019s exposure to their immediate peers, weakening ties to cross-functional relationships by as much as 25%. This can increase isolation and monotony, two energy-depleting experiences.<\/p>\n

Some companies have started a program called \u201cwalk in their shoes,\u201d consisting of weekly peer-mentoring sessions between people in adjacent functions (other teams, divisions, departments, positions, etc.). Participants said they didn\u2019t foresee how much people would learn in the process and its positive effects\u2014in certain cases, it helped people gain more empathy for certain colleagues through a better understanding of what they did and the pressure they were under. In other cases, the program changed how people performed their own jobs and opened lateral career paths they hadn\u2019t considered.[\/vc_column_text][\/vc_column][\/vc_row][vc_row row_height_percent=”0″ override_padding=”yes” h_padding=”2″ top_padding=”2″ bottom_padding=”2″ overlay_alpha=”50″ gutter_size=”3″ column_width_percent=”100″ shift_y=”0″ z_index=”0″ uncode_shortcode_id=”418543″ shape_dividers=””][vc_column width=”1\/1″][vc_column_text uncode_shortcode_id=”268521″ el_id=”texte-article”]4. <\/span>Model \u201cBeing okay with not being okay.\u201d <\/strong><\/p>\n

Openly discuss how you\u2019ve dealt with work stress or even other challenges like anxiety or burnout. Acknowledging your humanity by being vulnerable about your own well-being makes it safe for others to admit when they\u2019re struggling, rather than feeling the need to feign a posture of false positivity. If you\u2019ve found your company\u2019s wellness benefits helpful, share how they\u2019ve helped you and encourage team members to take advantage of them. Your example of practicing self-care signals its importance to your team, empowering them to follow suit.[\/vc_column_text][\/vc_column][\/vc_row][vc_row row_height_percent=”0″ override_padding=”yes” h_padding=”2″ top_padding=”1″ bottom_padding=”2″ back_color=”color-158862″ overlay_alpha=”50″ gutter_size=”3″ column_width_percent=”100″ shift_y=”0″ z_index=”0″ uncode_shortcode_id=”152006″ back_color_type=”uncode-palette” el_class=”.smaller-text”][vc_column column_width_percent=”100″ gutter_size=”3″ override_padding=”yes” column_padding=”0″ overlay_alpha=”50″ shift_x=”0″ shift_y=”0″ shift_y_down=”0″ z_index=”0″ medium_width=”0″ mobile_width=”0″ width=”1\/1″ uncode_shortcode_id=”214164″ css=”.vc_custom_1666383438361{padding-top: 50px !important;}”][vc_column_text uncode_shortcode_id=”146646″ el_id=”texte-article”]5.<\/span> Swap productivity paranoia for helpful prioritization.<\/strong><\/p>\n

Because leaders lack the visual cues they once enjoyed in an in-person workplace, 85% of leaders say that the shift to hybrid work has made it challenging to have confidence in their teams. Are their employees being productive? This can result in \u201cproductivity paranoia\u201d or falling into the micro-management trap.\u00a0 We\u2019re in the realm of perception here since the actual data tells us the opposite.\u00a0 87% of employees report being very productive, as evidenced by a colossal increase in meetings (153%), the volume of multitasking, and the expansion of work hours overall, not to mention data from the past few months on overall productivity from other companies.<\/p>\n

More than just reordering the to-do list you overloaded as a result of worrying whether people were doing enough, you have to eliminate non-value-added activities and connect each person\u2019s work to the organization\u2019s most important priorities. That\u2019s why it\u2019s important to have discussions and training<\/u> on work organization and managing priorities and time.[\/vc_column_text][\/vc_column][\/vc_row][vc_row row_height_percent=”0″ override_padding=”yes” h_padding=”2″ top_padding=”2″ bottom_padding=”1″ overlay_alpha=”50″ gutter_size=”3″ column_width_percent=”100″ shift_y=”0″ z_index=”0″ uncode_shortcode_id=”866907″ shape_dividers=””][vc_column width=”1\/1″][vc_column_text uncode_shortcode_id=”159896″ el_id=”texte-article”]6. <\/span><\/strong>Watch for signs of flourishing and intervene when it\u2019s waning.<\/strong><\/p>\n

What kinds of questions do people ask in your team meetings? Are they curious, asking with an intent to learn? Are they cynical? Do they have complaints? How are people talking about their challenges? With a sense of empowerment and agency or with a sense of resentment and futility?<\/p>\n

We can use Microsoft\u2019s tool as an example: Ensuring our employees are thriving!<\/u><\/em> Premise: Fulfilled employees meet their needs for empowerment, energy and meaningful work and become more engaged, productive and happy.<\/p>\n

Be on the lookout and make sure you are helping, supporting and encouraging your employees meet their needs. Be aware of early warning signs and if you spot them, intervene promptly. If someone is dealing with personal stress, they can choose whether or not to share and what to share with you. If they\u2019re overwhelmed with workload demands, offer help as a clear expression of confidence in them, not as a loss of confidence.[\/vc_column_text][\/vc_column][\/vc_row][vc_row row_height_percent=”0″ overlay_alpha=”50″ gutter_size=”3″ column_width_percent=”100″ shift_y=”0″ z_index=”0″ uncode_shortcode_id=”199625″ shape_dividers=””][vc_column width=”1\/1″][vc_column_text uncode_shortcode_id=”212037″ el_id=”texte-article” css=”.vc_custom_1677102785999{padding-top: 20px !important;}”]The data has shown that today\u2019s volatile, ever-shifting workplaces have the capacity to de-energize employees. Embrace the role you play in keeping your team\u2019s energy replenished and prioritize creating a team environment that keeps energy reserves high.[\/vc_column_text][vc_column_text uncode_shortcode_id=”487129″]<\/p>\n

Ref: 6 Ways to Reenergize a Depleted Team (hbr.org)<\/a><\/p>\n

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