While many companies focus on enhancing employee well-being through benefits outside of work, such as extended leaves or flexible time off, it’s equally crucial to cultivate a positive work environment. A recent study sheds light on how leadership can directly influence team engagement, leading to improved performance and well-being.
Enhancing Team Engagement
Team engagement is characterized by passion, enthusiasm, and commitment among employees towards their work and colleagues. This engagement is vital for high-performing teams and overall employee well-being.
Study Insights
A field survey conducted by researchers Gabriel Dickey and Joseph Ugrin from the University of Northern Iowa, along with J. Lee Whittington from the University of Dallas, examined the engagement levels of 82 audit teams under the leadership of their audit partners. The study, titled “Cultivating Engaged Audit Teams: The Effect of the Lead Audit Partner’s Leadership Behaviors,” is forthcoming in Accounting Horizons. Here’s what they found:
- Sample Details: The teams, averaging 5 members, worked together for about 462 hours on audits for privately-held companies.
- Methodology: Team members were asked to rate their engagement through questions about energy and effort devoted to work. They also evaluated the leadership behaviors of their audit partner across seven dimensions, such as providing clear direction.
Key Findings on Leadership Behaviors
The research highlighted three leadership behaviors that significantly boost team engagement:
- Clarification of Roles and Expectations: Leaders should clearly define what is expected from each team member in terms of roles and performance. This clarity helps in aligning individual efforts with team goals.
- Regular Feedback: Providing consistent, concrete feedback based on performance expectations is crucial. Acknowledging good work fosters a positive environment where employees feel valued.
- Leading by Example: Leaders must demonstrate the behaviors they expect from their team, which builds trust and respect. This “doing” rather than just “telling” approach is key to motivating teams to meet high performance standards.
Interestingly, four other leadership behaviors did not significantly affect team engagement in this context:
- Providing a vision
- Fostering acceptance of group goals
- Supporting individual team members’ needs and feelings
- Stimulating intellectual thinking
Implications for Leaders
Dickey emphasizes that leaders can influence engagement by reflecting on their own behaviors. He suggests that:
- Leadership Development: Investing in leadership training that focuses on these effective behaviors can lead to better engagement, performance, and well-being among employees.
- Self-Reflection: Leaders should assess whether they are contributing to an environment conducive to engagement.
The study underscores that while external benefits are important, the day-to-day leadership practices significantly impact team engagement. By focusing on clear role definitions, consistent feedback, and leading by example, leaders can foster a highly engaged, motivated, and productive workforce. This not only enhances individual well-being but also drives organizational success.
