The Employee Engagement Network

Small Engagement: What's Your Small Idea or Action to Increase Employee Engagement in 2013?

Contribute to a small e-book for 2013

The start of a new year is often a time when people declare big ideas and huge resolutions. Perhaps the big idea for 2013 is the small idea or action. Let's work with the power of the small in 2013. Just because the idea or action is small does not mean it won't have a big impact.

We will put a small e-book together based on our collective thinking and action to share with the network.

What is the smallest idea or action you have to improve employee engagement in 2013?

Tags: employee, engagement, small

Views: 1232

Reply to This

Replies to This Discussion

Simply connect. Make time to have truly meaningful conversations with people that reach beyond "how ya doin? How's the kids?" and other small talk. People like to be noticed and crave feeling important enough that others are genuinely interested in them, not just in what they do!

(What, no word limit on contributions David? I maintained a self-imposed < 50-word rule just in case! Great idea for an e-book. It's truly the little things...One Pond, One Pebble!)


Thanks for getting us started. I decided to see what would happen with no word limit, it is supposed to be a small idea. Think your "simply connect" is simply marvelous for engagement.


My small idea? Create an organisational seed-fund that individuals/teams can access with bids for money to support the set-up & implementation of improvement ideas & innovation. Engagement through harnessing ideas and creativity within the organisation.

I have an example of this type of scheme together with a specially commissioned one-off DVD interview with a top creative agency CEO who thrives on catching radical ideas and offers his own perspective on harnessing creativity within otherwise cautious corporate cultures. Happy to share, David.

Cheers, Sandy

Sandy, I would like to learn more about this capture of radical ideas. Let me know what to do next.

In my opinion, the most important employee engagement technique is personal contact. Similar to what Craig said, a simple visit to a person's office or cubicle to say hi, has a huge impact. As a manager and a leader, my advice is - take a few mins every day to simply walk to the floor, and connect with your team members.

Siddhesh: Nice to read this especially with someone involved in gamification and engagement. Many happy visits in 2013 to the various offices and cubicles.

I'll echo this one, on a recent course a colleague specifically mentioned that every day I make a point of going around the whole building to say hi to people. I said 'wow, you noticed' and he said 'yes because you're the only one who does it'. So, stage 2 - encourage the directors and managers to do the same!

I would like to set up a session with my team to establish what we can do as a collective to create an engaging environment and also to have a one on one session with the individual team members to establish how they would like to be recognised for a job well done.

Building engagement steam with team. Thank you Polelo

Small, simple and free - just say thank you. My employee research shows that a fundamental  human need is to be recognised and acknowledged - management is often "too busy" to spend just a few minutes to say thanks - it almost seems to them  that it is too easy to work - but it does.

Thank you for reading this!

Susan, what else can I say.....Thank you!

Spot on, Susan! I've done some research with Scott Jeffrey, PhD, who has indicated that 'thank you' has a meaningful impact on people's performance. 'Thank you' positively impacts individuals and the culture of the enterprise. 

Thank you is free, 100% recyclable, and always appreciated. 



580 Videos Related to Employee Engagement

Click on this eBook listing over 580 videos available on the network. When you open the document up online you can click on the title to go directly to the video. Happy and engaged viewing.

EEN Facebook Feed

Ask yourself: Do you work better in the morning and in the evening? Take off eve...

Ask yourself: Do you work better in the morning and in the evening? Take off every afternoon! Why are you working five days in a row? Can you work alternate days – and rest every other day. If you usually take a fortnight’s holiday (if that!)? Could you take three weeks or a month? Is your optimum output better if you take ten weeks off, instead of four, and work with more energy during the times that you DO work?

Work In The Zone | LinkedIn
“The higher your energy level, the more efficient your body. The more efficient your body, the better you feel and the more you will use your talent to produce outstanding results.”Tony RobbinsIt’s

Word power made easy...

Word power made easy...

Create A Vocabulary That Inspires Employee Engagement
It's official. Employee engagement is the new black. I’ve been writing and thinking a lot about it lately, as have others. The very notion of how leaders and employees engage has slowly morphed away from ‘companies have to do this because employees want it’ to ‘companies have to do this [...]

The one question employee engagement survey: Why are you still here?

The one question employee engagement survey: Why are you still here?

The shortest Employee Engagement survey has one question | Leandro Herrero
And the question is: ‘Why are you still here?’ You learn about the organization by asking questions to employees when they leave you (exit interviews) but you learn far more when you ask them why they are staying (‘stay’ interviews). It’s not a joke. ‘Why are you still here?’ – with the emphasis on…

Open employee engagement with your key moment

Open employee engagement with your key moment

Open employee engagement with your key moment
What is the key moment at work that has the biggest impact on engagement for you and others? Is it the start of the day? The end of the day? How you begin a mobile meeting? Dealing with a conflict or work overload? Find the key moment and determine what you can do to prevent that moment from turning…

Latest Activity

Cheryl Cayer is now a member of The Employee Engagement Network
1 hour ago
John Junson posted a blog post
3 hours ago
Max Schauss posted a discussion
12 hours ago
Profile IconMax Schauss and Beata Mosór were featured
13 hours ago
Max Schauss left a comment for David Zinger
13 hours ago
Robert Morris posted blog posts
13 hours ago
David Zinger left a comment for Max Schauss
Profile IconJennifer Leake and Paul Bailey joined The Employee Engagement Network

© 2014   Created by David Zinger.

Badges  |  Report an Issue  |  Terms of Service