They say that no news is good news… do you believe that?

As leaders, our goal should be to develop our teams and build them up. We want to keep our eyes on the horizon and empower our employees to run the day-to-day themselves. The most diligent leaders make themselves dispensable.

With a goal like that, it seems like the less you hear from your team, the better.

BUT… to know there is really no news, we still must check.

Let me explain…

No doubt your tasks are often interrupted by your team. Some players need more guidance than others. And given that a leader’s schedule is so packed, we often appreciate those who (we feel) know their roles and simply perform them.

But consider that those who need your time the most are those who are not asking for it.

In the workplace, silence is not golden. Silence is an early warning sign of disengagement – and it is not a far walk from disengagement to resignation.

No, I am not saying that every independent employee is planning to quit.

What I mean is that if they are not coming to you with anything – if they are not asking questions, offering feedback, making suggestions, presenting ideas, engaging in meetings, or even addressing missed deadlines or mistakes… then they may be disconnecting.

Still, it’s not too late!

Checked-out team members have lost their investment in the organization. Their passion has expired – or at the very least, has done dormant. And you can help them rediscover it. In fact, you can keep morale high all-around by setting up times to meet with each team member one-one-one to draw them back into love with their roles.

Ask them…

What do you love about your work?

Even leaders can detach when our big-picture purpose gets bogged down or backed up with busywork. Every role has its benefits and its downsides. In times like this it is helpful to gain some perspective.

This question gets your team thinking in the direction of the positive. What first brought them to their position? And what have they grown to love now that they are here?

What did you learn last week?

Even more than people like to enjoy themselves, people like to make progress. It is in our nature to be constantly growing and stretching ourselves.

This prompt reminds your team members that you have created an environment for them where they can do just that. At your organization they are progressing – improving – realizing their potential. Or, at least, they can, if they plug in.

What are you looking forward to next week?

This question offers a simple shift, but it is powerful, both personally and professionally. With it comes the intrigue of the potential impact your organization and your team can make together. Your team member begins to consider their future at your company with anticipation.

Together, these questions begin to reignite your team’s investment in their roles. Not only that, but they communicate the most magnetic message in the working world: “I care about you!”

Pay close attention to their answers, as well. Each member of your team is uniquely motivated, and understanding what they love about coming to work will help you energize them in the future…

But that’s a topic for another day :)

Keep an eye on your inbox for more ways to engage your team and reduce turnover – or, you can start practicing them all today.

I’ve outlined some of the engagement strategies that worked best in my years managing projects at Volvo and Renault in a free guide to retaining top talent – give them a try and let me know which one works best for you!

That’s all for now.

Until next time,

Florin