Do talent reviews for everyone.
Find at least one meaningful developmental activity for everyone—a new assignment, responsibility or training program will stretch them and demonstrate the company isn’t taking them for granted.
Enable employees to learn from
each other. Casual lunch and learns can be a nice opportunity for employees to share a tip, a skill, or some knowledge. Try a “knowledge café,” where small groups converse about a business issue or something they have recently learned.
Make space by (temporarily) killing
programs. You can’t do new stuff without getting rid of old stuff. Try giving up a stale program just for the year. If it is a worthwhile program, add it back. If no one misses it, then it stays gone.
Implement the secret that sits
at the core of continuous improvement. Empower people to make suggestions for improvements they can implement in their own department. It is not just the improvements that matter, implementing suggestions gives employees a sense of ownership of their workplace.
Nothing brings more energy to
a process than new blood. Shifting responsibilities around can be a good tactic for creating interesting projects people can take on. You will be surprised how even junior people will step up with hard work and good ideas when challenged to take responsibility for a meaningful project. Shift responsibility for programs around.
Get your executives on the
front lines. Employees love to see the executives spending a day doing front line work. It helps employees feel connected to the mission of the business and helps executives understand the issues that stand in the way of workers achieving peak performance.
In HR we know how
motivating it can be to have a chance to express yourself. Encourage employees to blog—then get out of their way. If you have concerns, all you need is a policy that says HR will remove any blogs that are offensive. Experience shows offensive postings are rare. Try it and you will find the benefits far outweigh the occasional hiccup. Let them blog!
Wellness initiatives have the unusual
property of being good for employees while saving the company money. Where organizations fall down is that they create programs without figuring out how to get employees enthused about them. Focus on making participation fun and the program will pay off. Tap the fountain of wellness.
Ask employees what they need.
Often, the best thing is just to ask employees what they need and what they would like. You do not need surveys, focus groups or a task force. Just talk to people. Talk in the elevator, on the way to the parking lot, over a coffee, or in the hallway. Asking people what they think in casual, everyday chats will generate all the insights you need.
Building a culture of learning,
engagement and continuous improvement takes a whole lot of little initiatives. These simple ideas can help ensure your employees go further. Download 9 Tips to Taking Your Employees further: Download Visit SilkRoad.com for more!