We’ve all been there: the company meeting where the boss, with an enthusiastic grin,
announces, “We’re bringing in free pizza to boost morale!” (actual quote!) And yes, free
food can certainly make a boring afternoon a little brighter. But when it comes to long-
term team engagement and building a strong, connected team, pizza isn’t exactly the
secret ingredient (shocking, I know).
The real secret sauce? It’s a leader’s ability to create a culture of belonging. And believe
it or not, that’s even better than pepperoni.
The Pizza Party That Didn’t Work
I once worked with a client who had a highly engaged team of 40. Thanks to their strong
leadership presence, their engagement scores consistently ranked in the top 10 in local
engagement surveys. This leader made time for his team, recognized their efforts, and
built a culture of connection. However, as his responsibilities grew, he was assigned to
manage another team 30 minutes away. His visits to his original team became less
frequent, so he asked his leadership team to continue organizing the weekly Friday
pizza parties to show appreciation for the teams hard work and to keep things fun.
At first, things seemed fine. But week after week, fewer team members showed up.
Within a year, the team dropped from the top 10 to 60th place in the engagement
survey. The difference? The leader stopped showing up.
What really went wrong was deeper: his next-line leadership team was heads-down
focused on critical tasks and putting out fires; they looked at these events as the
leaders event, not recognizing their own role in their process, especially since he was
not always attending the pizza parties. The once busy and energetic gatherings became
an empty conference room with empty pizza boxes. Some employees came in for a
quick slice and took it back to their cubicles—the chance to reconnect and reengage
was missed. The leader hadn’t empowered his next-in-line leaders to continue engaging
the team in his absence.
You see, it was never about the pizza.
The magic was in the leader’s presence, the sense of connection, and the feeling that
the team mattered. Without those ingredients, the engagement crumbled. Not passing
on that role to his next-in-line leader created an absence of leadership.
What’s Cooking in Your Sphere of Influence?
At the heart of every great team is a leader who understands their Sphere of
Influence—the range of things they can shape, change, and encourage within their
team. This is where the magic happens.
Within this sphere, four key ingredients come together to create a recipe for team
engagement that lasts longer than the temporary high of extra cheese. These
ingredients are Connect, Align, Engage, and Commit. Let’s break them down:
1. Connect: The first step to maintaining commitment or engagement is
connection. Think of it like dough. No dough, no pizza, right? Without that base,
you’ve got nothing. Leaders who make time to genuinely connect with their team
members—asking about their weekend, sharing a laugh, or even remembering
the children or partner’s name—lay the groundwork for trust.
2. Align: Once connections are made, it’s time to ensure everyone’s moving in the
same direction. Alignment is where the leader helps the team understand the big
picture—what they are doing, why they are doing it, and how they can do it
better. This step is like spreading out the sauce (yes, back to pizza). It’s messy
without proper guidance, but when done right, it gives everyone a taste of where
they’re headed.
3. Engage: Engagement comes next, and it’s a beautiful thing when people are all
in. This is where the team feels empowered to take ownership, make decisions,
and actively contribute. Go above and beyond the call of duty. No passive
participants allowed! When the team is engaged, you are no longer just their
leader; you are working side by side with them, creating something meaningful
(like a perfectly baked crust that holds up under the weight of all that teamwork).
4. Commit: Finally, we arrive at commitment. It’s the cheesy, melty goodness that
makes everything stick. When people are committed, they don’t just show
up—they show up enthusiastically. They’re invested in the work, the team, and
the success of the whole organization. It’s what turns a good team into a great
one. And best of all? Commitment means they won’t bail when the going gets
tough (or when someone forgets to order lunch).
Why It Matters (More Than Free Lunch)
Sure, throwing in a pizza party or giving out a few gift cards can offer a short-term
boost. Filling your lunchroom with snacks might be appreciated, but it will not change
the level of engagement. But to truly cultivate engagement, connection, and long-term
success, leaders need to be more than providers of perks. They need to invest in a
culture of belonging—and empower others within the team to expand their own Sphere
of Influence.
Gallup’s latest engagement data shows that employees who feel strongly connected to
their team and their leader are more productive, innovative, and far more likely to stay
with the company long-term. It’s not the free food that keeps people invested; it’s the
feeling of being seen, heard, and valued that keeps people invested.
Wrapping It Up (Not in Foil)
As you think about ways to boost your team’s engagement, remember: it’s not about
flashy perks. It’s about creating an environment where people feel connected, aligned,
engaged, and committed. And as a leader, it’s about ensuring you empower others to
keep the momentum going in your absence. That’s where the real value lies—and it’s
far more satisfying than a slice of pizza (though, let’s be honest, pizza’s always a nice
touch).
At Mind Cultivator, we help leaders strengthen team dynamics and drive success
through our Belonging Framework. We believe a leader’s sphere of influence creates
the conditions for teams to CONNECT, ALIGN, ENGAGE, and COMMIT for sustainable
results. To learn how our programs can transform your organization, reach out to
explore more.
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