How can you keep team spirit high?

I have found team meetings are great opportunities to appreciate genuine good performance of team members. Congratulatory emails and messages also help in boosting morale of the team and gives team members sense of pride and satisfaction. These messages are also an opportunity to share with team members about their alignment with purpose. Personalized messages have far greater power than we can imagine. Worth trying it to appreciate outstanding performance & contributions.

Communication is powerful! Whether in the team setting or one on one, many times leaders only commend the team when successful. Everyone is doing a great job doesn't come across well if you see your teammates not doing their part. Don't wait for evaluation time, by then it may be too late!

Every article/post re: "feedback" ALWAYS lacks one critical component. Management can ask for "feedback" all day long. Of course, some feedback is undoable or just plain complaining. But viable feedback that highlights shortcomings or is on point should be acted upon. Feedback without a response (from management) is pointless & a waste of time. Team members know this and will recognize the feedback process as pointless & non-productive. When asked, a team stated they needed more of a particular piece of equipment. Managment said, "you're right. Thanks for letting us know." The equipment was never obtained. Team members response, "why do you even ask." What do you think will happen the next time management asks for "feedback"?

Fun/Fast Forward/Fix is the secret to team spirit. Learning and Development is the fast forward part … integration of team outcomes in our learning engages our team - ie gamification of LD through challenges. Social activities are the fun portion- where we do team spirit as it’s own outcome - ie family day, tail gate party, etc Handling conflict/ “broken parts” is Fix which is where we engage our team in having the tough conversations to improve opportunities for team spirit and removing noise that inhibits it. - i.e lessons learned, or coaching

Also never ask people to do what you wouldn't do yourself try and be hands on and help your team to complete task's that have been set. Get to know there strengths and weaknesses by being transparent assisting them to become better at there tasks. also listen to any suggestions they have to improve as a team.

An organization gets a new employee. What's that employee's GOAL? Many times its to GROW with the organization, climb the career ladder, make it to the corner office. Companies need a "promote from within" policy. There is no greater compliment than to trust an employee with more responsibility. That is achieved by providing the environment to learn, challenging the employee to do more, providing the opportunity to move out of their "comfort zone", inspiring them to lead. Companies that hire managers/supervisors from the outside are telling their employees they are stuck where they are, they are incapable of leading and they haven't learned anything. This leads to low morale and the employee asks, "why am I here?" PROMOTE FROM WITHIN

It is critical for every team member to feel that their leader or manager has their back; team synergy and progress can grow or collapse on this one aspect. If the team believes in and trusts their leader they will go out of their way to deliver for the leader and by extension the company. When a leader is just and fair, members are comfortable to work with people that they do not necessarily get along with since the playing field is levelled by the leader, and members can focus on delivering on their objectives.