How to Develop an Employee Engagement Plan

Employee engagement has become the hottest burning question on the minds of management and human resources working to motivate and retain employees. It is so profound in fact, Gallup conducted a survey that revealed that 70 percent of U.S. workers aren’t engaged at work. That means that the majority of workers are coasting either because they don’t like what they do, aren’t committed to the success of the company, or could be waiting for the next job to come along. The good news is employers have found that they can increase engagement through developing and implementing an employee engagement plan.

Crafting the Plan

Look at my engagement ring. Beautiful young woman is showing to her colleague her hand. They are sitting at desk and smiling in office

Start with the end in mind. Begin by evaluating what you would like the outcome of your engagement plan to be. Craft a vision and outcomes that address the organization, departments, and if you manage a small team, think about individual needs. It is important to focus on positive outcomes
while creating your plan, not just the existing problems.

Ideas for employee engagement plans could include:

  • Professional development and job training opportunities
  • Granting more authority while increasing accountability
  • Meaningful and memorable employee recognition
  • Team building opportunities
  • Action on employee feedback
  • Employee mentorship
  • Communicating company direction with transparency

Present for Adoption

After you have decided the direction your company needs to go, hold a kick-off meeting with key management personnel to have them buy into the plan. Let them voice their opinions and participate in an open discussion. If needed, create a second draft that includes their best ideas before launching. This inclusion will help your management team to feel engaged and increase adoption rates. It is crucial for your management team to exemplify the new plan and be wholly supportive.

Launch in Lockstep

Create a multi-channel communication approach including posters, email, flyers, and videos to communicate company and benefits information, your message will reach more employees. If there is a change in benefits or training and development opportunities as part of your new plan, make sure that your employees know how they can take advantage. This will help employees feel more informed about your company and utilize the new opportunities available to them, which, in turn, will improve their workplace engagement.

Follow Up With Your Team

As your employee engagement program continues, discuss how things are going and adjust as needed. When new employees are hired, provide the tools they will need to feel fully competent in their job responsibilities and expectations. Make sure they know and can utilize the benefits that will help them to quickly integrate into the organization and become engaged.

Benefits of a Great Plan

The benefits of committing to increasing employee engagement are many! Companies that see higher employee engagement have seen improvements in the following areas:

  • Customer Ratings
  • Profitability
  • Productivity
  • Retention
  • Safety
  • Attendance
  • Shrinkage (Theft)
  • Quality
  • Safety

Engaged Employees Care

They care because they can see a direct connection between what they do and the company’s success, which translates back into more benefits for them. If you believe in the company you work for, its product, mission, and objectives, and find satisfaction in what you do, you are more engaged and more likely to actively work on behalf of the company.

For more ideas and assistance on how you can develop your own employee engagement plan, turn to the professionals at Certified Insurance. Our benefits specialists have years of experience, proven strategies, and tools to help your company create a plan that meets your needs.

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