How to maintain the engagement of your teams

Whether in person or remotely, maintaining employee engagement is crucial for the productivity and long-term viability of any business, regardless of the sector. However, in its annual report, “State of the Global Workplace 2026,” Gallup reports a decline in employee engagement. It currently stands at just 21% globally, a decrease of 2% compared to 2024, a decline that primarily affects managers.

What does team engagement consist of?

Employee engagement refers to the sense of attachment and loyalty employees feel towards their employer. A true performance indicator, it directly impacts a company’s competitiveness. The more engaged employees are, the more loyal and productive they are to the organization. It translates into a set of actions that go beyond the professional obligations stipulated in the employment contract. In other words, it implies an additional effort beyond what is contractually required.

Being engaged isn’t just about liking your job because of the benefits and favorable working conditions. Several levers allow business leaders and managers to maintain employee engagement. These levers foster local, organizational, and professional commitment and can be distinguished as follows:

commitment to colleagues at work without distinction of hierarchy.
The commitment to the company itself . The latter refers to the commitment to the profession.

What are the different types of engagement?

Several behaviors define positive employee engagement within a company. They contribute significantly to the smooth running of operations and the achievement of objectives. Among these behaviors, a strong sense of belonging to the organization and its teams is paramount . Employees adhere to shared values and demonstrate loyalty. This is also reflected in their active participation over time. They exert more effort and are willing to push their limits.

To maintain employee engagement, it’s essential to understand its different levels . The lowest level is engagement based on material obligation . A lack of opportunities leads them to prioritize job security. Next comes normative engagement, stemming from moral obligation . Employees believe they have duties towards their employer. Finally, affective engagement represents the highest level. They recognize and identify with the organization’s values. They demonstrate a genuine and profound attachment to the company.

What are the obstacles leading to employee disengagement?

In a highly competitive environment, maintaining employee engagement is essential for the growth and sustainability of the company. This implies knowing and understanding the potential obstacles that lead to their disengagement.

Unfavorable working conditions: When working conditions are inadequate, it affects employee engagement. Understaffing or using outdated equipment are examples of such conditions. Employees are unable to perform their duties properly.

Lack of consideration for work-life balance: Imposing unrealistic deadlines increases employees’ workload. Work life then ends up encroaching on personal life. This lack of boundaries leads to stress and demotivation.

Favoritis. While meritocracy fosters employee engagement, favoritism has the opposite effect. When employees feel their efforts are not valued, they lose faith in management and gradually disengage.

Unresolved conflict: Latent conflicts also lead to employee disengagement. They arise from various situations: prejudices about incompetence, imposed decisions, differences of opinion, etc. They should be resolved quickly .

mbiguity regarding the scope of a position: Every job must have a precise job description. This ensures employees have a clear understanding of their responsibilities and duties. When the scope of a position is ambiguous, the incumbent cannot fully perform their duties.

What is the manager’s role in maintaining employee engagement?

Managers play a fundamental role in maintaining employee engagement. Yet, in its annual report, Gallup indicates that only 27% of managers consider themselves engaged. It is their responsibility to provide clarity and meaning to the work of their team members. This includes setting realistic objectives, integrating employees, and establishing open communication . It is also their responsibility to recognize individual contributions and value effort. Providing regular feedback demonstrates consideration for employees and encourages them to become even more involved.

Furthermore, managers promote professional fulfillment to maintain employee engagement. In addition to identifying strengths and weaknesses, they must support employees and ensure their skills development. Similarly, strengthening employee engagement involves empowering them. Managers must remove obstacles and offer autonomy in carrying out their tasks. Then, they ensure their well-being, both physical and psychological, at work.

What methods can be used to maintain team engagement?

Various methods help business leaders and managers maintain employee engagement. They must be part of a clear and relevant strategy to boost their motivation.

Building a strong corporate culture is the foundation of an organization. Without adherence to values, there is no employee involvement and commitment. It gives them confidence and motivates them to make extra efforts.

Recognition and reward: Recognizing and rewarding employee successes can take many forms. This can range from simple praise to promotion or even a bonus. This encourages them to approach new projects with the same enthusiasm.

Career prospects: Staying at the same level for several years doesn’t motivate anyone. Offering employees real career prospects is a source of motivation: skills development, new responsibilities, etc.

Access to training: Technologies are constantly evolving, regardless of the profession or field of activity. Regularly receiving appropriate training on recent technological advancements optimizes individual and collective performance.

Team-building activity: Without effective teamwork, a company cannot function optimally. Furthermore, performance remains limited. Organizing activities to improve team spirit creates cohesion and boosts engagement.

In conclusion, maintaining team engagement depends on several factors. Whether employees are working on-site or remotely, leaders, managers, and HR must remain attentive and implement a work environment that fosters employee involvement.