Employee Engagement Action Plan: 6 Steps to a More Productive Team

According to a study conducted by Gallup that involved 200 organizations from various niches, those with highest employee engagement levels were 21% more productive and 22% more profitable, comparing to those with the lowest engagement levels.

When your workers are engaged in the company’s work, you get higher morale, more consistent attendance, and higher productivity. It’s also important that your employees enjoy their work – this is a serious factor that can affect their engagement levels. You can read a bit more about that and how to measure employee performance in this article.

However, most companies with weak employee engagement plans have trouble developing one that would work. Let’s take a look at some of the things you should consider when creating an employee engagement plan that would help you boost the process.

Ideas for Short-Dated Employee Engagement

Today, when the market is so incredibly fast, everyone wants immediate results. That includes employees, too. So, why not give your workers some carrot instead of stick? The tips listed below will help you achieve some short-dated victories that you can further implement to improve employee engagement in your company.

Conduct an Engagement Survey

While this may take a while to create and compile, you can simply get preliminary feedback from your employees. It’s in your company’s best interest to let your workers know that they are heard and that their opinions and feelings matter. We’ll get back to it further in the article.

Acknowledge Your Employees’ Accomplishments

One of the best things you can do for your staff in terms of engagement is gathering in a conference room once a week, for example, and review the actions of your staff that have had a great impact on your business. You will be surprised at how well your team is going to accept this event.

The thing is that people love when their hard work and accomplishments are simply acknowledged, especially by their bosses and co-workers. It’s also important to let your employees understand that they are part of one community, in which they can also celebrate the accomplishments of their colleagues. This event is not meant to spur competition, but rather to show that one person’s accomplishment affects the entire team.

Remind Your Managers to Provide Frequent Feedback

No matter if the feedback is negative or positive, it is essential that employees get them on a regular basis from their managers. According to a research conducted by HubSpot in 2015, 65% of employees are eager to get more feedback from their managers, while 69% have stated that they would put more effort into their work if it was recognized better.

This practice simply makes people feel that whatever they are doing works for a purpose, and the best way to do it is through regular coaching on behalf of their managers. Thus, your managers should make sure that they provide feedback to their subordinates during weekly meetings, daily planning sessions, or even in email messages.

Create a Company Facebook Page

It’s a simple, but quite an effective thing. Simply set up a page that will include your company’s short bios and photos. This way you will let your workers get to know each other, as well as provide a means of sharing information about their life outside of the company.

Engage Your Team in Cultural Events

As we’ve already mentioned, everyone wants to be heard. This is why you should listen to your employees. Whenever you’re planning to have an event, let your staff take control of organization matters.

The great thing about doing so is that people from different departments – in larger companies – can interact with each other on the same level. Each participant gets a chance to bring their own unique perspective to corporate events.

Honesty Box

Unlike the Facebook feature that allowed anyone to share their thoughts about you absolutely anonymously, you can create an online “honesty box,” using which your employees can provide their suggestions considering improvements in the company.

Think of creating an online form of sorts. This way your employees will have a simple and adequate way of sharing their concerns and ideas, which will, in turn, allow you to monitor the overall mood and situation within the organization.

The Action Plan

Every business faces its share of challenges in terms of employee engagement. No matter what you want to accomplish with an engagement action plan, check out the six steps provided below to make sure it actually works and bears fruit.

Step 1. Set Your Goals

Before you begin collecting data, gather the main managers of your company for a meeting. Discuss and decide what goals should be achieved as a result of the employee engagement plan.

Are you looking forward to improving employee retention, getting more talent referrals or increasing staff morale? It’s essential to have a clear understanding of your goals before developing a plan. It’s important because this way you’ll be to understand what you need exactly. Moreover, feel free to involve your company’s senior leadership, as they may have a clearer and wider view of some things.

Step 2. Request Employee Feedback

Whenever you get a chance to engage with your employees – during lunches, surveys or any corporate events, – make sure to chat with them about the weaknesses and strengths of the company. Make sure you do everything you can to stay up to date with what your workers think and want.

Of course, employee surveys are perhaps one of the most effective ways of measuring employee engagement. Simply asking workers about what are their plans about staying at the company via engagement surveys proved to be the most precise way of predicting a potential quitting.

Therefore, asking is one of your most fruitful weapons at this stage. As we’ve already mentioned above, surveys let workers be heard, while providing managers with an insight into what they feel and think.

Remark the amount of employees, who don’t take the survey, as they are quite probable to leave their positions within the following six months.

Step 3. Analyze the Collected Data

After finally collecting all the needed data, it’s time for you to analyze it. You will need to spot trends and determine the best ways of improving employee experience in your company.

Great employee experience always consists of three components. Make sure you remember them well when analyzing the data for your employee engagement action plan:

  1. Each worker performs purposeful work for relevant rewards and acknowledgement, aided by managers that supply regular advice and feedback
  2. Teams can make decisions, work with trust and utilize user-friendly processes and ways of working
  3. The organization provides a positive working culture and environment that fortifies its structure.

Today, employees don’t want to just land any job that they quit within a month and land another one, before quitting it, etc. Modern workers want to be autonomous, flexible and make an impact.

This is exactly why workers show the best results when they do meaningful work, for which they are recognized, get manager feedback on a regular basis, can take part in decision making and can affect the environment in the office.

One of the main purposes of all employee engagement plans is empowering employees, so they are able to deliver great results for your organization. Therefore, when developing your action plan, make sure to optimize these components.

Step 4. Design the Initiatives

After finding out what employee experience areas require attention, you can focus on designing a set of initiatives – your action plan.

As we’ve already mentioned, you will have to determine the issues that require attention according to engagement data and then decide what can be improved in your organization. Starting off with that, focus on developing solutions. Remember that improving on something that employees already relish may prove as effective as improving on problematic employee experience areas.

When working on your initiatives, make sure that they are directly related to feedback in your research and are aimed precisely on solving problem. That is, each initiative should include:

  • A clear goal. Efficient employee engagement action plans should be specific, measurable, relevant, achievable, and time-limited, which literally means they have to be SMART
  • Success measures.You need a way to measure the improvements
  • Ownership. It has to be clear, who has to monitor the progress of each project
  • Timeline. Each project has to be completed on time

Step 5. Get Feedback on Your Initiatives’ Efficiency

If your initiative doesn’t improve employee experience, it’s worth close to nothing. Getting feedback on the implemented initiatives is an important part of your employee engagement plan.

Considering this little, but highly valuable detail, the most effective engagement initiatives are aimed at empowering employees and creating long-dated change within the working environment – and this may take a while.

Therefore, make certain to request feedback and take it into your consideration. At the same time, you should stand your ground concerning projects that are meant to have a long-dated impact on the company.

6. Repeat

One thing for sure: employee engagement work never stops. It’s a continuous process because both employees and workplaces change on a constant basis.

Although this could mean more work for the management, when a company is interested in its employees, their feelings, thoughts, and interests, it can expect higher retention rates and overall happiness levels throughout its departments. Once your employee engagement action plan has been accomplished, review it, get new feedback, develop a new one and start over.

Vectorly on Guard of Employee Engagement

Developing employee engagement action plans from time to time can become a very daunting task, especially, if workers quit, get promoted or demoted – it’s like you have to constantly try and make sense of Brownian motion. And when it all piles up, it can clearly drive someone crazy!

Luckily, there’s a new sheriff in town and his name is Vectorly. While you can clearly make use of the tool for employee engagement, it’s a more complex and functional thing, than it may appear at first glance. But, as far as employee engagement goes, Vectorly will allow you to get a clear insight of what your team is capable of – both individually and collectively – and plan out particular perspectives for further development.

By setting goals, outlining skills and monitoring progress, you will not just see how your employees perform, but as well see the weakest and strongest areas of your team. And this, basically, is all you need to put your employee engagement plan into action. Make sure to check the tool at Vectorly.team and sign up for a free trial.

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