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Low cost/no cost employee engagement
Training & Organizational Development
Low cost/no cost employee engagement
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Hi, someone please give me ideas. my company being very cost conscious has asked me to come up with no cost/low cost initiatives to increase employee engagement. Any ideas? All initiatives i can think
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Low cost/no cost employee engagement
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Low cost/no cost employee engagement
posted at 2/24/2010 12:28 AM EST
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Posts: 1
First: 2/24/2010 Last: 2/24/2010 |
Hi, someone please give me ideas. my company being very cost conscious has asked me to come up with no cost/low cost initiatives to increase employee engagement. Any ideas? All initiatives i can think of would involve some kind of monetary expense e.g. i have thought of insituting an employee recognition scheme..award of which would have monetary implication etc. |
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Low cost/no cost employee engagement
posted at 2/24/2010 2:09 AM EST
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Posts: 1771
First: 10/24/2002 Last: 9/14/2011 |
Look for the Gallup employee engagement survey questions somewhere on this site and then work with your employer to develop systems and processes that would ensure that if your employees were ever asked these questions, they would all answer "yes" to each one. |
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Low cost/no cost employee engagement
posted at 3/30/2010 5:34 AM EDT
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Posts: 2
First: 10/18/2001 Last: 3/30/2010 |
Take a look at the book Love 'Em or Lose 'Em: Getting Good People to Stay by Beverly Kaye and Sharon Jordan-Evans (2008 4th edition) The book is filled with best practices, tools, activities and strategies. Consider starting with a steering committee that reads the book and identifies the most important engagement strategy to focus on and working on one at a time. |
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Low cost/no cost employee engagement
posted at 3/30/2010 5:52 AM EDT
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Posts: 1
First: 3/30/2010 Last: 3/30/2010 |
Companies are responsible for creating an environment in which employees want to engage. Is your company climate/culture worthy of engagement? As yourself:
* Do we openly communicate with employees, both challenges and successes? * Do we listen to employees who offer their honest feedback, implement what makes sense and communicate clearly what doesn't and why? * Do we make new/changed company priorities clear, including how those changes affect individual employees in their daily work and how they can contribute to success? * Do we regularly recognize employees, telling them how much we appreciate their efforts, calling out specific behaviors that reflect our company values and help achieve our strategic objectives? * Do employees feel like they have meaning and purpose in their work? How do we convey that to them? Solutions to some of these questions are no cost. Some could have cost, such as a strategic recognition program. But if your company culture isn't right, little you do will have an impact on employee engagement. |
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Low cost/no cost employee engagement
posted at 3/30/2010 8:32 AM EDT
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Posts: 1
First: 3/30/2010 Last: 3/30/2010 |
You may want to try implementing the following 7 free initiatives:
Share the mission, vision and values in a way that everyone understands what the company stands for. Share the overall Strategy (What is the plan, assuming there is one). Establish clear goals (with their input) and show them how their goals tie to the overall plan and where they fit. Provide frequent and clear performance feedback, at least Quarterly on a formal basis and informally regularly. Show them whats in it for them. Be sure that they have the tools they need to be successful. Show them how they can continue to learn and grow. There may be some costs in here somewhere but if well done it's mainly about communication and involvement which will lead to increased engagement. |
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Low cost/no cost employee engagement
posted at 3/31/2010 1:59 PM EDT
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Posts: 1
First: 3/31/2010 Last: 3/31/2010 |
Let me apologize up front for the spelling. This is being sent from my blackberry. Not all recognition needs to be monetary. Many are motivated by being recognized in front of peers, a small, but judiciously handed out token (like a company coin, water bottle, key chain...) a career opportunity like leading a project or team, lunch with the boss, photo of posted on a wall honoring outstanding employees,a day shadowing the boss, or a choice parking spot for a specified period of time. Hope this helps
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Low cost/no cost employee engagement
posted at 4/1/2010 9:35 AM EDT
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Posts: 544
First: 9/27/2004 Last: 9/13/2011 |
We tend to always think about how we can reward prople, but can you remove any "punishments"?
I read an interesting example in an article about why people don't share creative ideas at work. The person they interviewed said that if he had a great idea and shared it with his boss, he would have to hear about all the downsides. And if the boss liked the idea, he would have to do all kinds of "feasibility" studies before presenting it to others up the food chain. Sharing an idea can be stimulating but having to sell it is a task. It simply wasn't worth it to him. People don't go through all the trouble it takes to get up and go to work so they can not engage in the process. My point is, if people aren't engaging, what are leaders doing to prevent them? If you can figure that out, it shouldn't cost one penny for them to stop. |
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Low cost/no cost employee engagement
posted at 4/2/2010 9:17 AM EDT
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Posts: 2
First: 2/18/2010 Last: 4/2/2010 |
We do a lot of free recognition in our internal Employee Newsletter. We use a lot of pictures of employees. It is done in house using Microsoft Publisher and posted on the Company Intranet - very low cost. |
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Low cost/no cost employee engagement
posted at 4/5/2010 10:41 AM EDT
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Posts: 2
First: 4/5/2010 Last: 4/5/2010 |
Coffee with or Lunch with a manager/interesting person. Ride in company car, public recognition, arrange for discounts, send recognition/thank you note to the family about the employee, ask what one thing you could do to improve their work situation |
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Low cost/no cost employee engagement
posted at 4/5/2010 10:57 AM EDT
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Posts: 544
First: 9/27/2004 Last: 9/13/2011 |
I like the coffee or lunch with manager/interesting person suggestion, although not always rewarding. One place I worked replaced "lunch with Bill" with "lunch with your favorite team member" because he noticed that some employees were not comfortable.
I would add parking priviledges, or maybe a ride to and home from work - that would definately work for me! |
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