Have you heard of Hoodie Hoo Day? Hoodie Hoo Day is on February 20thand at 12:00 pm, people go outside, wave their hands over their heads and chant, “Hoodie-Hoo!” It’s well-known in the North as a fun way to chase away the winter BLAH.

Imagine gathering your team outside at noon and celebrating Hoodie Hoo Day as a team! Now that is a 5-minute team-builder that can give your employees a break from the day-to-day.

Here are 4 other ways to engage your team without it damaging your budget:

  1. Implement Hack Time

This isn’t just for Google, many small businesses have picked up the trend of introducing “Hack Time.” An employee is encouraged to spend 1 hour or 1 day on their passion project. The only rule is that it has to be relevant to the company. Whether you permit Hack Time once a week or once a month, it’s giving the employee room for creativity. You never know what problem may be solved or how the customer can benefit from allowing your employees room to think.

  1. Nominate Top-Performing Employees for Community Awards

The Chamber of Commerce, professional associations, and larger non-profits seek nominations for local rockstars. If you know your employee gives everything at work and also volunteers on the weekend, this would be a great example of someone that goes above and beyond. It’s easy to recognize an employee that makes an impact at work and in their community. Utilize award systems that are already in place and it can provide great exposure for a high-performing professional.

  1. Leadership Coffee Chats

Managers should be scheduled for regular coaching and feedback sessions. Coffee Chats are generally casual conversations over coffee, tea, or even water. The point is to just “catch-up” with each member of your team and show an interest in what they care about.

  1. Establish a Mentorship Program

Mentorship automatically creates connectivity in the workplace. It’s our human desire to want to relate to another person. A Mentorship Program is a formal way to match employees based on career interests, competencies, and even tenure with the organization. The mentor will likely feel empowered and take great pride in their new mentorship role. When establishing this program, be sure to select the best mentors that will reflect the company values, policies, and interests.

If you are stuck with how to revamp your employee engagement plan, just ask your team. Willis HR recommends an employee survey and/or a quick focus group to give your team an opportunity to provide feedback.

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