A team that crushes the average

Written By Joan Rhoade

We interpret the behavioral science of employee engagement for you

In today’s workplace, it might feel like an employer’s market—but we still read too many reports of how hard it is to get employees to care. As a staffing agency whose team’s seniority averages far more than the industry average (that industry average being a shocking <1 year), we feel we’ve earned the right to share this research-backed expert advice combined with real-world examples from our own team. Read on for pro tips on creating an office team that’s alive and thriving…

Behavioral Science says:

1. Employees need Dopamine hits

  • What it means: Little Wins Matter

Tip: Skip the grand gestures. Instead, celebrate everyday moments of success.
Why it works: Neuroscience shows that tiny bursts of dopamine—which we can get from recognition for an activity that went well—light up our motivation more sustainably than big, fleeting rewards.
Ways we do it here: We bring our team together for 10-minute breaks that have nothing to do with work. Called “10 at 10”, it’s an activity that each team member alternates planning just for fun. And oh, how we read and celebrate every new 5-star review!

2. Employees want Autonomy

  • What it means: Give Some Control

Tip: Give people space to own how they do their work.
Why it matters: Autonomy boosts motivation, creating a sense of purpose and personal responsibility.
Ways we do it here: Our team gathers for a quick brainstorming session before every round of client or special employee contact. There is no communication or information shared that isn’t personalized to both our team and audience. We all review every edition of our emails and handbooks for temporary employees and web site updates.

3. Culture Predicts Performance

  • What it means: It’s not about Talent!

Tip: If you are aligned with the organization’s culture, you’ll be motivated to do your part within it.
Why it matters: Studies confirm that shared values are often better predictors of team performance than raw talent. Teams flourish when members care about how and why the team works together.
Ways we do it here: We cultivate a culture of honesty, support, and partnership—not competition. Incentive pay comes from a shared pool. Our goal is to be rated highly for professionalism by both clients and candidates. Our team is cross-trained to handle multiple functions for the benefit of clients, employees and each other.

4. Measurable Progress is the Motivator

  • What it means: Daily Results

Tip: Find something you can track daily that represents progress.
Why it matters: According to Harvard researchers, nothing fires motivation more than seeing forward movement—even small steps.
Ways we do it here: Each team member uses a daily customizable dashboard to track—and check off—priorities. Those checkmarks? They're small wins that build momentum. Each successful placement is announced and celebrated, even though it is automatically recorded in our software for everyone to see.

Why Employee Engagement Still Matters

This isn’t feel-good fluff—if the behavioral science doesn’t convince you, here’s more research:

Let’s Beat the Odds Together

If you’d like to experience first-hand what it feels like to do business with a team that is engaged and happy at work, call us!

Joan Rhoade
Next

Be honest - where are you getting your hiring advice?