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Engagement Secrets Top Leaders Use Every Day

Engagement Secrets Top Leaders Use Every Day

Why some teams are unstoppable—and how yours can be too...

Justin Mecham
December 28, 2024

Hey Full Potential Zoners!

Disengagement is silent—

But its impact is loud.

Engagement doesn’t happen on its own - it needs care.

Every team member is different.

Without the right support, even top performers can lose focus.

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When engagement fades, you’ll notice:

❌ Lower effort

❌ People leaving

❌ Missed deadlines

❌ Poor communication

Today we are going to help leaders master this by using:

‘Engagement Matrix - Keeping Your Team Engaged and Motivated'.

Let’s dive in!

Download PDF at Bottom of Email

Keeping Your Team Engaged & Motivated

Core Contributors (High Engagement + High Commitment)

Scenario: A team member consistently delivers exceptional results and demonstrates loyalty but starts showing signs of burnout.
Solution:
- Action: Schedule a one-on-one meeting to discuss their workload and identify areas where they may feel overwhelmed.
- What to Say: "Your contributions are vital to our success, and I want to ensure you’re not feeling overburdened. Let’s talk about what’s working well for you and where you might need more support."
- Next Steps: Offer opportunities for cross-training to keep them engaged while reducing the load in areas causing strain. Set boundaries for work hours and encourage them to delegate tasks to maintain their energy.
AI Prompt to Master This:
Act as a leadership coach. Design a structured growth plan to support and challenge a high-performing employee based on the following details:
Employee’s Role: [Insert role, e.g., "Team lead in marketing"]
Current Contributions: [Insert strengths, e.g., "Developed successful campaigns consistently"]
Growth Areas: [Insert focus areas, e.g., "Take on cross-functional leadership responsibilities"]
Desired Outcome: [Insert goal, e.g., "Prepare for a senior management role"]
Provide:
- A detailed plan that includes a mix of challenging tasks and recognition opportunities.
- Specific leadership projects or initiatives they can lead and how success will be measured.
- A script for check-in conversations to gauge progress and address any challenges.

New Enthusiasts (High Engagement + Low Commitment)

Scenario: A new hire is excited about the role but hesitates to commit to long-term goals due to unclear expectations.
Solution:
- Action: Create a detailed onboarding plan that includes both immediate tasks and a roadmap for their career growth.
- What to Say: "I see a lot of potential in the way you’ve approached your tasks so far. Let’s map out some short-term goals that align with your strengths and discuss how they connect to our team’s bigger picture."
- Next Steps: Pair them with a mentor to guide their transition and provide regular feedback sessions to reinforce their contributions and build their confidence in the role.
AI Prompt to Master This:
Act as a mentor. Create a structured engagement plan for a new, energetic hire who needs clear direction based on the following details:
New Hire’s Role: [Insert role, e.g., "Junior data analyst"]
Current Energy Level: [Insert observed behaviors, e.g., "Shows excitement but asks for guidance frequently"]
Key Areas of Uncertainty: [Insert areas of doubt, e.g., "Unsure of how their work impacts the company’s goals"]
Desired Outcome: [Insert goal, e.g., "Build their confidence and understanding of their role"]
Provide:
- A framework for setting short-term goals that build momentum and confidence.
- Key questions to ask during a mentor-mentee session to clarify their aspirations.
- A plan for reinforcing their progress and recognizing their contributions along the way.

Steady Performers (Low Engagement + High Commitment)

Scenario: A long-time employee delivers reliable work but shows little enthusiasm for new projects.
Solution:
- Action: Assign them to lead a project in an area they’re interested in to reignite their passion.
- What to Say: "You’ve consistently shown strong commitment to this team, and I’d like to involve you in a project that could leverage your experience while offering a fresh perspective. Would you be open to exploring this?"
- Next Steps: Rotate them into a different role or department for a limited time to provide new challenges and perspectives. Recognize their expertise publicly to validate their importance to the team.
AI Prompt to Master This:
Act as a project manager. Create a plan to re-engage a committed but unmotivated employee based on the following details:
Employee’s Role: [Insert role, e.g., "Senior support specialist"]
Current Performance: [Insert strengths, e.g., "Consistently meets targets but lacks enthusiasm"]
Engagement Barriers: [Insert challenges, e.g., "Repetitive work without variation"]
Desired Outcome: [Insert goal, e.g., "Help them find renewed excitement in their work"]
Provide:
- A strategy to assign them new responsibilities or projects that break routine.
- A guide for one-on-one conversations to explore their career goals and interests.
- Suggestions for training or skill-building programs that align with their aspirations.

At-Risk Team Members (Low Engagement + Low Commitment)

Scenario: A team member appears disengaged and is frequently late on deadlines, impacting team morale.
Solution:
- Action: Schedule a candid, empathetic conversation to identify the root cause of their disengagement.
- What to Say: "I’ve noticed some challenges recently, specifically (insert specific examples here), and I’d like to understand what’s going on from your perspective. How can we work together to make things better?"
- Next Steps: Set clear expectations for performance improvement, and provide them with a short-term action plan. Follow up regularly to assess progress and adjust strategies based on their feedback. Offer training or additional resources if skill gaps are identified as a factor.
AI Prompt to Master This:
Act as a team motivator. Develop a re-engagement strategy for a disengaged and underperforming team member based on the following details:
Employee’s Role: [Insert role, e.g., "Junior graphic designer"]
Observed Challenges: [Insert issues, e.g., "Missed deadlines and lack of participation in meetings"]
Potential Barriers: [Insert possible reasons, e.g., "Lack of clear expectations or feeling undervalued"]
Desired Outcome: [Insert goal, e.g., "Improve engagement and commitment to team objectives"]
Provide:
- A step-by-step plan for a candid feedback session to uncover the root causes of their disengagement.
- Specific actions or tasks tailored to their strengths to rebuild their confidence.
- A schedule for follow-ups to ensure progress and maintain accountability.

Building an engaged team is about truly seeing the individual within the role.

High engagement and commitment happen when people feel valued for who they are.

Everyone on your team has unique strengths that can elevate your goals when recognized.

It’s not about fixing people; it’s about creating an environment where they can excel.

A motivated team is built on understanding, fairness, and meaningful opportunities.

Until next time and with lots of love,

Justin

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