Employee engagement is more than a survey. To have a measurable impact on your organization, be planful and develop an engagement program strategy.
Employee engagement has a positive impact on
organizational outcomes, as engaged employees regularly accomplish more than
what’s expected in their role compared to disengaged employees.
An engagement strategy that clearly outlines
leadership’s roles and accountabilities for engagement will help clarify what
is expected of leaders and allow them to move beyond simply sharing the results
of the survey to taking real, measurable actions to improve engagement.
The effectiveness of an engagement program
relies on having an established engagement strategy, which is a planful
approach to defining, measuring, communicating, and acting on employee
engagement.
Move beyond focusing on employee engagement surveys and use an engagement program strategy to planfully communicate the purpose and goals of engagement to gain traction and buy-in and determine ownership.
Impact & Result
An engagement program strategy grounded in organizational data, driven by leadership and
a clearly articulated purpose, and focused on initiatives that improve the
employee experience.
Effective communication of the engagement
strategy that prepares key players to create excitement and foster buy-in for
the engagement program.
An engagement program that supports the
achievement of organizational outcomes (e.g. higher profitability, employee
wellbeing, and customer engagement).
Research & Tools
1. Assess and determine your approach to engagement
Determine
the engagement program’s purpose, goals, and metrics, then select an engagement
measurement and vendor.