Let me ask you a loaded question: In your organization, do you have employees or team members? You might think that there’s not much difference between the two. A matter of mere semantics. But I say there’s a world of difference.

For instance, if you have employees, you likely don’t have dedicated, committed workers. Employees are working for a pay check. And they will likely leave you when someone up the road offers them a bigger paycheck. Team members, on the other hand, are dedicated and loyal to you and to the organization and feel a sense of ownership in their work. It’s not just about the paycheck for them.

If your people need you to tell them what to do every step of the way, then you have employees. Team members take initiative, seek out opportunities to contribute, and don’t wait to be given directives. Employees do the work that’s assigned to them. Period. If you have employees you might be lucky to get compliance, but with team members you have true commitment. Team members share their ideas, while employees share – well – complaints.

Still think it’s just a matter of semantics? Which would you prefer to have working with you? If you’re nodding and saying “Sure I’d love to have team members, but where do I find them?” Well I hate to be the one to break the news to you, but you may want to take a look in the mirror. Yep. You read me right. Creating a work culture comprised of team members instead of employees actually begins with you, the leader.

Some leaders (and I’m sure you’re not one of them), would rather take a hot poker to the eye than admit that they may have had something to do with the toxic work environment of their organization. Just in case you have a “friend” who falls into that category, here are a few tips to help you – er, your friend – cultivate a caring, committed workforce:

• Share the master plan, the big picture, the whole enchilada. People will be really engaged when they know the big goals that the team is working towards and especially what the challenges are.
• Connect the dots. Once your team knows the grand scheme, let each person know how he/she is contributing to the achievement of that goal.
• Put people first. And I don’t just mean that you should give lip service to this concept. You have to really put your money where your mouth is. Put the safety of your people before profits. Treat your team members as well or better than you do your best customers. People will be committed and engaged when they feel valued.
• Hold people accountable. Business author Patrick Lencioni says that the more a leader is willing to hold her people accountable, the less she will have to. The interesting thing is that if you are known as a leader who will call out someone who is not pulling his weight, then often, team members are much more willing to hold each other accountable.
• Use “We” more than “I”. Allow team members to feel a part of things. Let them be “in the know.” The more people feel like they are included, the more engaged they will be and the more ownership they will have in solving problems.
• Gain trust by giving trust. Most leaders understand that they have to be trustworthy if they want to be trusted by their team members. But what many people overlook is the need to be trusting – that is to place their trust in others to get the job done. Booker T. Washington said, “Few things can help an individual more than to place responsibility on him, and to let him know that you trust him.”
• Collaborate, cooperate, and create solutions. When team members are a part of the process, they are more likely to be part of the solution. Ask for input and please, please listen to their ideas!
• Make it personal. Take a sincere interest in your team members. Engage them in conversation. Create an atmosphere of comradery and appreciation by planning times for casual get togethers, such as po-boys or pizza for lunch, popcorn or afternoon ice cream breaks. It doesn’t take much to show people you care about them as a person.

Yes, transforming your employees from clock-watching walking dead zombies into engaged, committed team members willing to go the extra mile actually begins with the leader. Be sure to tell your “friend” it is a process and it will take time and effort, but that it’s well worth it.

YOUR TURN…

• What would you add to the list?
• What are your best leadership techniques for getting team members engaged?
• Please leave a comment on my blog below and share your insights with the community.