How can you help your team feel more in control and engaged at work?

To make our team feel more in control and engaged at work: 1 By empowering the team: With clear goals, ownership, and growth opportunities. 2 Communicating openly: Share vision, regular meetings, and be approachable. 3 Meaningful work: Challenging tasks, regular feedback, teamwork encouragement. 4 Respecting their well-being: Flexible work, breaks, boundaries. Coordination + Participation = Happy & Productive Team!

To help your team feel more in control and engaged at work, understanding the concept of flow and engagement is crucial. Flow is a state where people are fully immersed and focused on their work, often leading to high productivity and satisfaction. Engagement refers to employees' emotional and psychological investment in their work. 1. Set clear goals 2. Provide feedback 3. Develop skills 4. Recognize achievements 5. Encourage teamwork. By focusing on these areas, you can foster an environment where team members experience flow and engagement, leading to increased satisfaction and productivity at work.

For me there are some basic things to be able to do this. In general you should try to clearly communicate expectations regarding performance, deadlines, and quality standards. Further you should empower team members by giving them autonomy, provide regular feedback and recognition, foster an environment of open communication, encourage collaboration and team building, recognize the importance of work-life balance and provide flexibility when possible, invest in professional development, and promote well-being. Moreover, as a leader, demonstrate the behaviors and attitudes you want to see in your team. Be positive, supportive, and committed to the team's success. Show appreciation for their efforts and lead with integrity and empathy.

When measuring Flow and Engagement in your team, keep two things in mind: 1. the flow experience is a "peak experience". In general, it is not as frequent as the "work-engagement" experience, except in isolated cases. Don't expect to see it all the time, and above all, don't set the goal that "they will always be in flow, all the time". 2. The work-engagement experience is more frequent than flow. At the same time, if your team members experience engagement frequently, they are more likely to be in "Flow".

There are several elements that can help you make your team members feel engaged and make it easier for them to get into the flow, in a sustainable way. Here are some of them: 1. check that the tasks assigned to them are in line with their skills and interests. 2. Maintain good time management and deadlines. 3. Do situational leadership (Herzey & Blanchard) so that they can develop autonomy in their job.

There is more than 20 years of scientific evidence showing how flow and engagement facilitate high performance. (Csitsentmihalyi, Bakker, Demerouti, Salanova, Schaufeli, etc.). Primarily, these psychological experiences are characterized by a productive well-being of high energy, sense of purpose and focus. This makes the worker intrinsically enjoy what he/she is doing and this enjoyment leads him/her to be more creative, autonomous, focused and resilient.

Perdemos el flujo cuando nos encontramos frente a una situación con estas características: Poco control de la misma. Imprevisible. Poco apoyo de nuestro entorno. Pocas habilidades para enfrentarnos a la misma. Falta de percepción. Para volver a sentir flujo podemos hacer una lista de todo lo que nos estresa. Con el fin: 1. Cuando tengas tu lista en la mano, tendrás una percepción de tus problemas más clara. 2. Al tener una mejor percepción, sentirás automáticamente que tienes más control sobre las diversas situaciones. 3. Esto a su vez disminuirá la imprevisibilidad que tienes de cara al futuro. 4. Cuando la situación es más previsible, se puede pedir ayuda específica o desarrollar habilidades concretas para un objetivo establecido.