How to Increase Team Engagement Without Actually Doing Anything
- Johanna Karlström
- Feb 5
- 2 min read
What if increasing your team’s engagement wasn’t about doing more, but simply about changing how you see them? It might sound surprising, but research shows that a leader’s expectations can directly shape team performance and motivation.
The Power of Expectations
Have you ever noticed how people often rise—or fall—to meet expectations? This concept, known as the Pygmalion Effect, suggests that when leaders genuinely believe in their team’s capabilities, their teams tend to perform better. In other words, your perception of your team influences their behavior.
How It Works - Increase Team Engagement
When you assume that your employees are competent, responsible, and capable, your actions naturally reinforce that belief.
Without conscious effort, you may:
Delegate more instead of micromanaging.
Encourage autonomy rather than overseeing every step.
Demonstrate trust through subtle cues like tone and body language.
Give them space to step up and take ownership.
These subtle changes send a powerful message: I trust you. I believe in you. And when people feel trusted, they engage more, take initiative, and develop confidence in their roles.
The Science Behind It
Studies show that positive expectations drive better results. When leaders set high but achievable expectations, employees are more likely to reach them. This isn’t about blind optimism—it’s about reinforcing behaviors that support success.
On the other hand, if leaders doubt their team’s abilities, they might micromanage, limit opportunities, or signal hesitation. This, in turn, makes employees feel untrusted and disengaged, ultimately lowering performance.
A Simple Shift in Perspective
Next time you wonder whether your team can handle a challenge, try this approach:
Pause before stepping in to “fix” or over-explain.
Ask yourself: What if they’re already capable?
Act as if they are. Assume they will meet the challenge.
Observe how trust and confidence influence their performance.
By adjusting how you see your team, you create an environment where engagement and responsibility flourish—without adding more to your plate.
Have You Seen This in Action?
Think about a time when a leader believed in you, or when you placed trust in your team. How did it impact performance?
