host a team/department/company-wide learning day or week
teach someone something — some say the best way to learn is to teach
create a learning ritual — for example: post a new riddle each day
Performance in your organization?
Provide constant feedback — monthly coaching sessions instead of the semi-annual performance reviews
Recognize and celebrate performance — it’s especially important to recognize how someone achieves results, not just what results they achieve
Build it into your culture, by including the words in your vision
Interest in your employer brand?
Ask your current employees what they think your employer brand is
Consider a way to reach out to prospective employees that isn’t just advertising
Revitalize your new employee orientation program and make sure it is sending the same message as your brand
Focus on the managers in your organization — surveys tell us that most employees leave managers not necessarily jobs
Find out what engages your employees — if you conduct a survey, examine the results, look at the data in different ways, find trends. If you identify something that looks like it needs to be addressed, dig deeper with a focus group, rather than just coming up with a program that you think will solve the problem
Create an employee advisory group, who can advise you on the general level of engagement in your organization