Struggling with Team Engagement? Here’s What Actually Works
In local government, an engaged team isn’t just a nice-to-have—it’s a necessity. When employees feel connected, valued, and motivated, productivity increases, collaboration thrives, and the organization better serves the community. Yet, many leaders struggle with engagement, facing challenges such as remote work, communication barriers, and team members who are resistant to change.
In a recent LeaderGov podcast episode, host Bill Stark sat down with Stan Wilson, Director of Health and Human Services and Community Development for Fulton County, Georgia. With extensive leadership experience across multiple local government agencies, Stan shared invaluable insights on how leaders can build engaged, high-performing teams. His practical approach, developed over years of leading diverse teams, provides a roadmap for any leader looking to foster a culture of engagement.
Understanding the State of Engagement
Before improving engagement, it’s crucial to assess where your team currently stands. A recent survey found that:
- 53% of local government teams rate their engagement as average, fluctuating between good and bad days.
- 26% face significant personnel and team dynamic challenges that create division.
- Only 15% describe their team as highly engaged and consistently high-performing.
- 4% report extremely low engagement, with team members checked out and disengaged.
The goal for any leader should be to move from "average" to "highly engaged." Here’s how.
1. Make Engagement Fun and Intentional
People engage more when they enjoy their work environment. Leaders who foster fun and creativity see greater participation, better morale, and stronger relationships.
Stan Wilson emphasized the importance of making engagement an enjoyable process:
“When I look at engagement, I try to make it fun—getting away from the day-to-day and doing things that make people feel excited to be part of the team.”
Consider implementing:
- Personality Assessments with a Twist: Try a "Welcome to the Jungle" activity where team members identify with an animal that reflects their personality traits. This exercise creates self-awareness and improves communication by helping employees understand each other’s work styles.
- Escape Room Challenges: These activities encourage problem-solving and teamwork while revealing hidden strengths within your team.
- Rhythm-Based Teamwork Training: One agency introduced a drumming session to teach collaboration, adaptability, and the importance of staying in sync as a team.
Engagement should never feel like just another meeting—it should be an experience employees look forward to.
2. Prioritize Connection in a Virtual or Hybrid Environment
Many government agencies operate in hybrid or fully remote environments, making team connection even more critical. If your team is virtual, try these tactics:
- Monthly Virtual Lunch and Learns: These informal sessions give employees a chance to connect, hear from guest speakers, and break away from daily tasks. Leaders can invite experts from other departments to share insights, fostering cross-team collaboration.
- Team Field Trips and On-Site Visits: If possible, plan periodic in-person meetups, such as visiting community projects or volunteering at a local nonprofit. Seeing the direct impact of their work can be highly motivating for employees.
- Encourage Work-Life Balance: When home and work blend together, burnout is a real threat. Leaders should model and promote boundaries to ensure employees maintain healthy work habits.
Explore more teamwork strategies on LeaderGov's blog.
3. Shift Team Meetings from Updates to Engagement Opportunities
Too often, team meetings become routine checklists rather than opportunities to strengthen engagement. To combat this, consider:
- Rotating Meeting Leadership: Assign different team members to lead discussions, present case studies, or facilitate problem-solving exercises. This builds a sense of ownership and accountability.
- Embedding Core Values into Agendas: Keep your mission and values front and center during meetings. Adding them as a standing item in every agenda reinforces their importance.
- Encouraging Open Participation: Ask employees for input on decisions, process improvements, or even meeting structure. When people feel heard, they engage more fully.
As Stan Wilson explained, participation transforms engagement:
“When leaders make room for others to contribute—whether it’s leading a discussion or taking charge of an initiative—team members feel valued and invested in the organization’s success.”
Discover how Teamwork Summit can transform your staff meetings.
4. Overcome Resistance to Engagement
Not every employee will immediately embrace new engagement strategies. Some may be skeptical, while others may actively resist change. Leaders can address this by:
- Over-Communicating the "Why": Explain the benefits of engagement initiatives before implementing them. People are more likely to participate when they understand the purpose.
- Finding Your Champions: Identify enthusiastic team members who can help build momentum and encourage participation from others.
- Being Consistent: Engagement isn’t a one-time event. Regularly integrate fun, connection, and participation into your workplace culture to gradually shift mindsets.
Final Thoughts: Small Steps, Big Impact
Improving engagement doesn’t require a massive overhaul—sometimes, the smallest changes have the biggest impact. Start by introducing just one or two of these strategies, then build from there. The result? A more motivated, collaborative, and high-performing team that delivers better results for the communities you serve.
