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12+ Sample Employee Engagement Action Plan
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What Is An Employee Engagement Action Plan?
Before we talk about the relating action plan, we should define what employee engagement strategy means. By definition, it refers to a concept that describes the level of enthusiasm and dedication that a worker feels toward their job. It can also refer to an employee’s emotional commitment towards his or her organization and its goals. It can be critical to the success of a company since it has very clear links to job satisfaction and employee morale.
An employee engagement action plan refers to a process or a document that an organization must come up with in order to identify and prioritize their respective actions so that they can demonstrate to their employees that they are determined to set in a plan of receiving any kind of feedback about the levels of employee engagement within the organization.
Ways That Employee Engagement Benefits an Organization
Here are the different ways in which employee engagement can benefit an organization:
Types of Employee Engagement Activities
Here are the different types of activities that keep the employees engaged in their company:
- Workplace Parties – Most businesses host annual summer and winter parties to commemorate the end of another fiscal year. Additional festivities, such as Halloween parties, thanksgiving dinners, and other celebratory parties, make people feel important to the company. Two annual parties are sufficient, but make them count. Businesses can also make sure to invite families, significant others, and spouses to these events, for example. To save money, host a daytime party or barter with other businesses for their services.
- Games, Tournaments, and Competitions – Employees enjoy participating in games, tournaments, and competitions – and they don’t have to be elaborate. Consider hosting a ping pong or pool tournament, or challenge your coworkers to a bake-off. Organizing an office-wide fantasy football league can do wonders for your company’s employees. Some offices even organize 5K races and other outdoor sporting events.
- Special Work Days – Special days, such as “Bring Your Dog to Work Day,” help to break up the monotony and give employees something to look forward to. Employees can be engaged and excited by activities that break up the monotony of a boring workplace. Other activities include “bring your child to work” day, a “pajama day,” or even a “no uniform” day.
- Creating a Knowledge Sharing System – One of the most significant costs of high employee turnover is the loss of critical information. To some extent, a knowledge-sharing system helps you avoid that cost, and it’s also a great engagement driver for newcomers. You can implement a mentorship program that pairs experienced employees with newly hired employees, or you can use communication software. Create a learning program template for them to follow, with enough room for them to test their own learning methods. Give them a timetable and a set of goals, and then let the relationship develop on its own.
- Team–building activities – Employees enjoy team-building activities, especially those that take place outside of the office. Outside activities can laser tag, go-kart racing, and bowling, as well as brewery and winery tours. These types of activities will help employees bond outside of the workplace and provide a common ground.
- Learning Lunches – Learning lunches are an excellent way to bring your team together and assist them in learning. Encourage departments to share what they’re working on, celebrate birthdays, and tackle a new topic as a group. Companies can host learning events once a week to foster community, learning, and transparency. Just make sure they’re not too long or too short. No employee wants to sit through a long lunch meeting.
- Charity Days – Participate in social and charitable activities. Giving back fosters a positive mindset. It also encourages pride and loyalty. Gather the team, have everyone pitch a cause, and then choose which one to support. It is critical that you personalize it and make it count. You can give your time and involvement, money, or both. Giving time is usually more rewarding than giving money, especially for younger employees who are more inclined toward social involvement.
Steps in Writing an Employee Engagement Action Plan
Each company or organization has different challenges concerning employee engagement. To help combat this, an employee engagement action plan should be created. Here are the steps to do it effectively and making sure it is worth it.
1. Identify What Needs to be Accomplished
Before you begin collecting the Necessary Data, gather the project’s key leaders to discuss and document what you hope to achieve with your employee engagement initiative. Is your company looking to increase employee retention, morale, or top talent referrals? It is always key to have a sense of this before diving in, as it will help you gain the most useful insights from your team. Don’t be afraid to involve senior leadership from across the organization in establishing these goals.
2. Gather Employee Feedback
Engage employees on a regular basis, whether through frequent engagement surveys or culture lunches where you discuss the company’s strengths and weaknesses. Do whatever it takes to keep an ear to the ground and make employees feel heard. Surveys are the most effective method of measuring employee engagement because they provide a platform for employees to be heard as well as insight into employee experience that can help you change future behavior.
3. Examine the Data
Now that you have your data, the fun part begins: analyzing it, identifying trends, and determining how to best improve the employee experience. Employees nowadays aren’t satisfied with a standard job where they punch in and punch out. A great employee experience is achieved when data shows that they do meaningful work for which they are recognized, that they receive regular feedback from their managers, that they are empowered to make decisions, and that they have a say over their workplace environment. Employee engagement entails empowering employees so that they can deliver results for your company. When designing your employee engagement initiatives, account for these data results.
4. Design Initiatives
Now that you’ve determined which aspects of the employee experience require improvement, it’s time to devise a set of initiatives. Concentrate on the issues that require attention based on employee engagement data. Determine where you can improve. Develop proposed solutions from here. Keep in mind that improving an aspect of a company culture that employees already value can be just as effective at increasing engagement as improving troubled areas of the employee experience. When creating your initiatives, make sure that they are directly related to the feedback from your research and that they aim to solve problems in a practical way.
5. Gather Feedback
An initiative isn’t worth much unless it improves the employee experience. Receiving feedback after you’ve implemented your initiatives is an important part of the employee engagement process. That said, the most effective employee engagement initiatives aim to empower employees and create long-term change, which does not happen overnight. Solicit feedback and consider it, but know when to stand firm on projects that will have a long-term impact. An example of a method for gathering feedback is by conducting employee surveys.
6. Repeat the Process
Working on employee engagement is a process that never ends. Because workplaces and employees are constantly changing, employee engagement is always going to be a work in progress. While this may necessitate more effort, companies that consistently solicit employee feedback and address concerns can expect to see higher retention and overall happiness among their teams. Maintain your efforts, and you will eventually see your efforts rewarded.
What are the types of employees you can encounter at work?
1. Engaged employees – These employees are devoted to the organization and are emotionally invested in it. They are in positions where they excel and where their abilities are fully utilized. They enthusiastically invest in their work and take on responsibilities that go beyond the scope of their job. They are more likely to become emerging leaders and will stay with an organization for a much longer period of time than disengaged employees.
2. Non-engaged employees – These employees can be difficult to spot because they are frequently content with their jobs. They do the bare minimum, however, and are uninterested in the company’s mission, vision, values, or goals. They are less likely to be customer-centric and are unconcerned with productivity or company profitability. These team members are a threat as well as a great opportunity because, with the right approach, they can be transformed into engaged employees who thrive in the organization.
3. Actively disengaged employees – These employees are consistently negative, create a toxic environment, take over their manager’s time, and are usually vocal about their dissatisfaction. Worse, they are frequently subject matter experts who are well-known for their unique skill set. As a result, they frequently wield significant power over others. These employees are prone to spreading toxicity throughout an organization and are rarely transformed into true top players.
What is the difference between employee engagement and employee satisfaction?
On the surface, employee satisfaction and employee engagement are similar concepts, and many people use them interchangeably. Knowing the difference between satisfaction and engagement is critical for an organization to make strategic decisions to foster an engagement culture. Having said that, employee satisfaction is defined as the degree to which employees are happy or content with their jobs and work environment. Employee engagement is the degree to which employees are enthusiastic about their jobs, committed to the organization, and willing to go above and beyond in their work.
What is the role of a manager in employee engagement?
The role of great managers is to ensure that great talent is acquired and developed. This basically means that they get the right people on the company and put them in the right seats. They actively prioritize participation. Their team’s activities are perfectly aligned with the organization’s mission narrative.
Increasing employee engagement will require knowing what attributes of the organization will lead to its preferred business outcomes. An effective employee engagement action plan creates engaged employees who will prove to be ideal assets for all managers because they make it easy to do their job well and achieve the objectives set by the company. It also ensures that all the employees are happy, feel open to communicating, and above all, it ensures that they are productive in their work. In this article, examples of effectively made action plans are readily available for you to download and use as a reference.