Resolve to Increase Employee Engagement in 2025

Human Resource departments for small organizations might consist of one person. And that person can be spread pretty thin on a really tight budget.

Your HR department might be you – the business owner. It might be your office manager, or the Lone HR Professional in a small organization. It often feels like when there’s blame to be had, people love pointing at HR. And with the bad rap HR gets (think Toby Flenderson from The Office), it's not uncommon for those HR Departments of One to burn out, fast.

So, how involved should an HR Department of One be in employee engagement? How can they improve the employee experience and increase engagement on a tight (perhaps non-existent) budget?

Resolve to Increase Employee Engagement in 2025 on a Tight Budget:

Invest in Equitable Practices:

• Perform regular pay audits to identify any wage disparities within the organization, ensuring that employees in similar roles with similar qualifications receive equitable pay. Even if an HR department doesn't have complex software, basic tools like spreadsheets can be used to review pay data and identify trends that need to be addressed.
• Develop clear and consistent job descriptions, interview questions, and evaluation criteria for every role. This helps to minimize bias during the hiring process and ensures that all candidates are assessed based on the same criteria. It helps build a culture of diversity. Using structured interview guides can make the process fairer and easier to manage.
• Ensure that there are well-documented policies on discrimination, harassment, and reporting procedures. Regularly communicate these policies to employees and create an easy, confidential process for reporting any issues. This helps create a safe and inclusive environment where all employees know their rights and feel secure speaking up. A workplace culture that allows for harrassment and bad behavior to fester will kill engagement and productivity.

Invest in Employee Development:

• Leverage Free or Low-Cost Online Learning Platforms:

  Platforms like Coursera, LinkedIn Learning, Udemy, and Khan Academy offer a wide range of courses that cover everything from technical skills to leadership development. Many of these platforms provide free courses or affordable subscriptions that employees can access. Sharing a curated list of relevant courses can empower employees to choose the ones that align with their career goals.

• Create a Peer Learning Program:

  Establish a peer mentoring or knowledge-sharing program where employees can teach each other skills they’ve mastered. This can be done through workshops, lunch-and-learn sessions, or informal "skill-sharing" meetups. It not only encourages professional development but also builds a sense of collaboration and community within the organization.

• Partner with Local Organizations or Industry Groups:

  Many local chambers of commerce, industry associations, and community colleges offer workshops and training sessions at discounted rates for members. An HR department can explore partnerships with these organizations to provide employees with access to specialized training, networking events, and seminars. This approach can bring valuable training opportunities to the team without the need for a large training budget.

Create a culture of Appreciation:

• Implement a Recognition Program:

  Establish a structured recognition program that allows employees to acknowledge their peers' contributions. This could include monthly awards, shout-outs during team meetings, or a dedicated space on the company intranet where employees can share kudos. Recognizing achievements, both big and small, reinforces positive behaviors and encourages a supportive atmosphere.

• Encourage Regular Feedback and Gratitude Practices:

  Promote a culture where giving and receiving feedback is encouraged and normalized. Train managers and employees on the importance of expressing gratitude regularly. This can include simple practices like sending thank-you notes, acknowledging efforts in team meetings, or using tools that facilitate peer recognition. Creating dedicated times for feedback can help make it a habit.

• Lead by Example:

  Ensure that leadership demonstrates appreciation in their daily interactions. When leaders express gratitude and recognize contributions, it sets a tone for the rest of the organization. HR can facilitate this by providing training for leaders on how to effectively show appreciation and model these behaviors themselves. Leadership involvement is crucial to cultivating a culture where appreciation is woven into the fabric of the organization.