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Low Cost, High Impact? 🤔

As HR and People leaders, we’re always on the lookout for ways to keep our employees engaged and motivated. But, more often than not, we find ourselves working within tight budgets, leading to the question: How do we foster engagement without any or a low budget? 🪙

Well, you might roll your eyes at this but you don’t necessarily need deep pockets to have a major impact. Just give it a shot! 🙂 

In this edition, we’ll explore some low-cost, high-impact ways to nudge those engagement levels in a positive direction.

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1. Recognize Your Employees—Genuinely 🎉

Recognition is one of the most powerful motivators—and it doesn’t have to cost a dime. When employees feel appreciated for their hard work, they are more likely to stay motivated and engaged. A heartfelt “thank you” or a public acknowledgment can go a long way in creating a positive work environment.

How to put this into action:

○ Set up a #gratitude channel on Slack or Teams where team members can publicly recognize each other.
○ Dedicate five minutes during team meetings to highlight accomplishments, big or small.

These simple gestures create a culture of appreciation, leading to higher engagement and productivity.

2. Start a Leadership Book Club on a Budget 📖👥

Just hear me out! Recently, I spoke with Malvika J., and she shared how she had to get creative since she did not have much of a budget but one of the priorities was to upskill leaders at her company. So she started a book club with a focus on leadership development. (full article will be out soon!)

Every few months, her team would select a leadership-focused book, read it together, and discuss insights in group sessions. This setup followed the 70-20-10 model—10% structured content (the books), 20% social learning through discussion, and 70% by applying new ideas to real workplace challenges.

This approach sparked collaborative problem-solving, built confidence, and strengthened leadership skills. Involving C-suite members in discussions showed that leadership development was valued at all levels.

How to put this into action:

○ Choose relevant leadership books.
○ Set regular discussions for idea-sharing. (virtual or in-person)
○ Invite senior leaders to participate, signaling commitment.

3. Practice LAF (Listen, Acknowledge, Follow-up) 👂✅

Feedback is a two-way street. It’s not just about collecting feedback from employees but also showing them that their voices are heard. This is where the LAF method (Listen, Acknowledge, Follow-up) comes into play. When an employee suggests a new tool or shares a concern, take the time to acknowledge their input and follow up with actions.

For example, if someone suggests a new software tool, you could say, “Thanks for the suggestion! Let’s explore how we can implement this.” Following up shows that you value their feedback, fostering a sense of trust and transparency.

How to put this into action:

○ Set up feedback channels through email, direct messages, or anonymous surveys.
○ Set a reminder or calendar event to regularly review and follow up on suggestions with actionable steps.

By actively listening and responding to employees, you create a more engaged and motivated workforce.

4. Host Skill-Sharing Sessions 💡

Within every organization, there are employees with unique talents and expertise that extend beyond their job roles. Hosting skill-sharing sessions not only allows these employees to shine but also helps the rest of the team learn something new.

For instance, if someone on your team excels at graphic design, invite them to lead a session on design basics. These sessions encourage collaboration and help employees feel valued for their talents.

How to put this into action:

○ Survey your team to identify unique skills and interests.
○ Organize monthly skill-sharing sessions where employees can teach others something new.

Not only do these sessions foster learning, but they also build stronger team bonds and encourage knowledge sharing.

5. Encourage Employee Resource Groups (ERGs) 🌍

Employee Resource Groups (ERGs) provide employees the autonomy to lead initiatives they care about. Whether it’s around topics like diversity, equity, inclusion, and belonging (DEIB), sustainability, or wellness, ERGs allow employees to take ownership of projects that align with both their passions and the company’s values.

How to put this into action:

○ Announce the opportunity for employees to start ERGs and provide guidance to help them align with organizational goals.
○ Support these groups by giving them a platform and encouraging participation.

ERGs not only boost engagement but also foster a sense of belonging and purpose within the organization.

6. Host Learning Lunches 🍽️📚

Learning lunches—or "brown bag sessions"—are a fantastic way to merge engagement with professional development. Employees bring their lunch while attending an informal learning session, where they can learn from internal experts or external speakers.

For example, you could host a monthly “Tech Talk” where team members or guest speakers discuss the latest industry trends or tools. These sessions allow employees to continue learning without disrupting their regular work schedules.

How to put this into action:

○ Schedule monthly learning lunches and rotate topics to keep things fresh.
○ Invite internal team members or external speakers to lead discussions.

This initiative encourages continuous learning while creating opportunities for cross-team collaboration.

Your Turn!

We want to hear from you! Which of these initiatives do you think would have the most impact at your company?

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.. and more!

🔓 Unlock Resource | Comprehensive Guide to AI Red-Teaming: Insights from Industry Leaders

AI Red-Teaming is an emerging practice that involves stress-testing AI systems to identify vulnerabilities, biases, and potential failure points before they cause harm. This guide offers insights from industry leaders, providing HR professionals with the knowledge and strategies to effectively engage in AI Red-Teaming within their organizations.

Today’s HR Reads for You 📚️

1. 😣 Meta Layoffs: Meta’s 2024 Layoffs Plans Keep Employee Numbers Under Wraps

2. 💻 They got fired for what? Fired EY employees hit back after losing jobs for watching multiple training videos at once | Learning and Development 

3. 🧑‍💼 Recruiters move aside:Why 90% of CHROs think recruiters need to become strategic talent advisors

That’s a wrap for today!

Got any additional feedback for me? Let me know! 👇️