Economical Employee Engagement

So everyone’s got the post-holiday blues, especially at the office. What to do? Luckily, Bob Kelleher has some suggestions. Kelleher, the former CHRO at AECOM (a big consulting firm based in Massachusetts), is the recent author of Louder Than Words: 10 Practical Employee Engagement Steps That Drive Results.

Here are some of his tips for re-engaging your employees:

Consider establishing a “Communication Promise,” a detailed communication protocol in which your organization’s leadership team creates a schedule of communications over the next year that will be cascaded down from the CEO to first-line managers.

Build a learning culture, even if you have limited funds. Even if you’ve cut your training budget, writes Kelleher, things like stretch assignments, mentorships, cross-sectional task teams and lunch-and-learns are all relatively inexpensive ways to foster learning and development.

Analyze your employment brand. Keller suggests getting a cross-section of top-performing employees together to determine why people work for your company. Many companies, he writes, actually have a problem with hiring, not engagement—they’re hiring the wrong type of people to succeed in their cultures.

And, finally, host a YouTube video contest. Send out Flip cameras to every company location or department and request that employees be given a chance to pick a company value and explain on-camera “what that means to me,” and award prizes for the best videos. Hopefully, no one will produce a video like the ones from this Navy captain.

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