So far all research has proven it: a committed team is the secret weapon of any organization's long-term success. But implication takes work and it cannot be brought in from someone else, but has to be built brick by brick, just like a diy project.

Our experience with clients from different industries has shown us that, whether success is translated into an innovation, an A+ customer service level or financial performance, the managers who can achieve these goals by involving employees are actually integrating 5 key factors in the organizations they lead.
1. Feedback and performance support
Especially in a competitive environment, people need real-time feedback in order to achieve their goals. This is why open and constructive communication, which should be supporting the employee's continuous development, is a must.
How can I do that?
We recommend you take advantage of this opportunity by implementing a fluid and interactive performance management system that emphasizes frequent monitoring of results and continuous improvement. Thus, managers could provide real-time feedback instead of annual performance reviews which have proven to have a rather negative impact.
2. Autonomy, trust and empowerment
In order to have people do their very best and improve themselves, managers should give them the opportunity to prove that they are capable of that. Trust breeds responsibility, as well as personal and professional growth.
How can I do that?
Micro-management is a relic of the past. The challenge today's leaders are facing is to develop agile, fast companies that are able to adapt to any circumstances and take advantage of the relevant opportunities in the market. And in order to do that, you need employees who are able to deliver results in any conditions. Unless trusting them and giving them the space to act independently and responsibly, they will never be able to do so.
That's why you should start as soon as possible.
Give people clear and specific tasks, a deadline and the freedom to get there using their own experience and creativity.
Offer them support and feedback whenever they are asking for it (see step 1) but try not to observe them too close and control them, otherwise you will never have the multitude of perspectives needed in any innovation generating team.
3. A community with a common goal
Employees perform better and are more dedicated when they feel they belong to a real community, working together for a common goal, a community who is there when needed.
How can I do that?
Developing a true community at work is the most important step towards building a healthy culture and a motivating organizational climate.
It implements a decentralized open communication system in which employees are able to actually see their contribution within the larger team, without the departmental limitations that usually break businesses into pieces and limit accountability.
It encourages employees to see the company as a whole, which can't reach its destination without a common effort and a win-win perspective. The Giver organizational cultures (I offer help to anyone asking instead of keeping information as a competitive advantage) have a much higher economic efficiency than the taker cultures.
4. Recognition and appreciation
Not everything is about the money. Many times, what matters the most for employees is to be proactively appreciated for their efforts and successes. In addition, when they feel valued, employee performance tends to increase.
How can I do that?
Recognition and appreciation are the easiest and most effective way to reward an employee's efforts. Nevertheless, in large corporations, giving everyone the recognition they need might be a bit of a hassle. Here, however, technology proves to be of great help, as it can play a decisive role in motivating and recognizing the successes of each and every employee.
In fact, researchers at Harvard Business School have found that an organization-wide badge or honorary title can motivate salespeople more than money itself.
5. Constructive challenging
Taking an employee out of their comfort zone can have extraordinary results when done in a constructive manner. Their involvement in organizational improvement or innovation projects energizes and activates both behavior and a sense of a mission they have in that organization.
How can I do that?
Do you have high potential employees, people who have stood out for their efforts, their out of the box thinking or their customer and company care? Instead of rewarding them with a bonus or a raise, try giving them new responsibilities. Or lay the foundation for an internal innovation program, giving all employees the opportunity to come up with ideas and initiatives. And if these prove to be viable, trust them with that project in a heartbeat.
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Integrating these elements will produce powerful outcomes: an engaged workforce and a culture of performance that starts with the individual and then flows organically towards the team and the entire company.