Most articles related to employee engagement offer quick-fixes and best practices on how to boost employee engagement. Such as offering advice like “give employees flexible hours.”
It can be helpful to know what solutions have seen success for other businesses, of course. And many of these tips do increase employee engagement and morale in the short term.
However, if your goal is to achieve profound and systemic improvements in employee engagement, implementing singular short-term solutions just won’t cut it.
Think about it from this perspective: if you wanted to improve your overall physical health permanently, what should you do? Go on a fad diet to get quick weight loss results. Or, alternatively, you could change your entire lifestyle through a multifaceted program built from proper diet, nutrition, and exercise, and other activities.
Undoubtedly, the quick fix fad diet is an excellent route if you want to lose weight quickly. But it’s ineffective if your goal is to achieve long-term permanent improvements in your overall physical health.
The same logic applies to an Employee Engagement Program. You can’t expect to experience long-term results by implementing any corporate trend.
Building an action plan requires a multi-step approach.
The first step—zoom out. Look at the big picture. What does your business wish to achieve in terms of employee engagement: a lower employee turnover rate? Higher productivity? Greater employee satisfaction? Every organization has its own unique set of problems. Contemplate these issues and formulate your Employee Engagement Strategy around solving them.
This exercise will inform the next step—choosing tactics, which are the main drivers of your employee engagement program.
The two basic building blocks of Employee Engagement Programs are tactics and initiatives.
First off, tactics are the primary building blocks.
Think about it like this—you have an overarching goal to lose 20 lbs.
A weight loss program consists of core tactics such as cardio exercise, weight training, nutrition, to reach your weight loss goal.
This is a good start, but the program is not detailed enough; “cardio exercise” can be so many things.
So, you must decide on the precise actions you will take to achieve your goal. For instance, what type of cardio exercise should I do? What type of food should I eat? How often should I exercise?
Answering these questions brings you to specific initiatives.
For example, "cardio exercise" can be running, spinning, cycling, swimming, tennis, hiking, etc.
The specific action (or initiatives) you choose to invest in it—whether it's swimming, running, or spinning—has a strong impact on how quickly you will reach your objective.
Although this may seem tedious, it is a crucial part of the planning process.
When it comes to an engagement program, there are nine core tactics (i.e. drivers of employee engagement) that are the most important contributors to employee happiness and satisfaction.
In short, this framework identifies the critical building blocks of employee engagement. In turn, you can build your plan around them.
Remember: These are the main building blocks for your action plan.
For example, prioritizing wellness & balance is a great tactic to boost employee engagement. But, this tactic can be expressed in many ways. It must be "brought to life" with specific initiatives—for example, half-day Fridays, work-from-home policies, on-site yoga classes, etc.
As you can see, initiatives are very specific. They should reflect the values and culture of your organization. Most importantly, initiatives should be strategic. In other words, they are viewed as direct solutions to the engagement issue you're attempting to overcome.
To build a long-term engagement plan, start by selecting one or two blocks (example: Career Growth and Leadership) and ask yourself—how are we doing in this area? Or, what could we do better?
Repeat the exercise until you have systematically tackled the entire pie.
By the end, you should have a list of actionable initiatives that will help kick-start your engagement plan.
That said, you might be unsure of which slice of the pie requires the most attention in your business.
To make the most strategic decision, go straight to the source—your employees.
A standard method of assessing engagement is to administer employee surveys designed to measure employee engagement.
Whether it's a formal survey or unstructured one-on-one, any feedback collection should reveal employee pain points. As a result, you can prioritize tactics based on real data, not just assumptions.
Employee engagement initiatives should be very specific and actionable. Here are a few examples.
Some of these initiatives are quite simple and straightforward—requiring little resources or investment. However, others might be more complex to implement and require more time and resources.
Ultimately, the initiatives that you pick to implement must be targeted to the engagement issue you’re attempting to overcome and also fit within the framework of your budget and overall resources plan.
Now you should have an understanding of how to drive long-term employee engagement with a strategic plan. That said, the biggest challenge lies in respecting your resources—in terms of budget and time.
Building a plan involves prioritizing tactics and initiatives--but more importantly, assessing how manageable they are to implement.
On a final note: documenting your action plan is vital to success and is, therefore, a crucial first step towards long-term employee engagement. Be assured that by reading this, you’re already on the right track!
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