Develop an Engagement Program Strategy
Employee engagement is more than a survey. To have a measurable impact on your organization, be planful and develop an engagement program strategy.
- Inadequate
resources are allocated to engagement programs. Although many
organizations measure employee engagement at least annually, only 8% of
HR’s time is prioritized for employee engagement and culture (McLean &
Company, 2022 HR Trends Survey, N=405).
- Poor communication of engagement programs has resulted in a lack of buy-in from employees and leaders.
- Not acting on survey results is contributing to lower engagement and eroded trust for many employees.
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Our Advice
Critical Insight
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 and Result
- Develop an engagement program strategy to drive organizational success.
- Determine the approach to engagement by reviewing your organization’s engagement history and readiness for leader-driven engagement.
- Prepare stakeholders for engagement by creating clear roles and accountabilities.
- Communicate your engagement program strategy and plan for next steps past survey launch.
Workshop: Develop an Engagement Program Strategy
Workshops offer an easy way to accelerate your project. If you are unable to do the project yourself, and a Guided Implementation isn't enough, we offer low-cost delivery of our project workshops. We take you through every phase of your project and ensure that you have a roadmap in place to complete your project successfully.
Module 1: Develop an Engagement Program Strategy
The Purpose
- Assess the organization’s history with engagement measures and readiness to make engagement a priority.
Key Benefits Achieved
- Foundational elements in place for a successful engagement program.
Activities
Outputs
Review and identify the implications of the history of engagement measures and initiatives.
- Current state analysis.
Assess readiness for leader-driven engagement.
Articulate the purpose of engagement.
- Defined purpose for engagement at the organization.
Module 2: Select Engagement Measure(s)
The Purpose
- Establish a clear link between an engaged workforce and organizational goals.
- Select the best methods and frequency to gather employee feedback.
Key Benefits Achieved
- Selection of engagement measure(s) to support the goals of the engagement program.
Activities
Outputs
Select goals and metrics for the engagement program.
- Defined goals for engagement program.
Select which engagement measure(s) are most appropriate.
- Selection of recommended engagement measure(s).
Module 3: Assign Roles and Plan for Communications
The Purpose
- Outline next steps to successfully implement engagement measure(s).
Key Benefits Achieved
- Defined roles and accountabilities.
- Communications for senior leadership.
Activities
Outputs
Outline and assign stakeholder roles and responsibilities.
- Defined roles and accountabilities for engagement program.
Plan approach to gain senior leadership buy-in.
About McLean & Company
McLean & Company is an HR research and advisory firm providing practical solutions to human resources challenges via executable research, tools, diagnostics, and advisory services that have a clear and measurable impact on your business.
What Is a Blueprint?
A blueprint is designed to be a roadmap, containing a methodology and the tools and templates you need to solve your HR problems.
Each blueprint can be accompanied by a Guided Implementation that provides you access to our world-class analysts to help you get through the project.
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Get the help you need in this 3-phase advisory process. You'll receive 7 touchpoints with our researchers, all included in your membership.
Guided Implementation 1: Assess and determine your approach to engagement.
- Call 1: Review your organization’s engagement history and readiness.
- Call 2: Determine the engagement program’s purpose and prepare to set goals and metrics.
Guided Implementation 2: Prepare stakeholders with roles and responsibilities.
- Call 1: Identify stakeholders and their roles and accountabilities.
- Call 2: Prepare to support stakeholders with the resources needed to execute on their roles.
Guided Implementation 3: Communicate engagement strategy and plan next steps.
- Call 1: Map out a timeline for the stages of the engagement program.
- Call 2: Plan next steps for HR to support stakeholders.
- Call 3: Articulate key messages and a communication plan.
Contributors
- Kelly Duff, Employee Engagement Leader, Allstate
- Steve Edwards, Professional Development Officer, OPERS
- Jamie Einarson, Manager People Solutions, Noventis Credit Union
- Colleen Falco, Vice President Human Resources, Niagara Casinos
- Kevin Fritze, Manager Talent Management, Domtar
- Kristin Henderson, Director Institutional Research, Bright Horizons
- Jason Lauritsen, Keynote Speaker, Author and Consultant
- Gregg Lederman, CEO, Brand at Work
- Peter Lynch, Founder and CEO, Hitch Studio
- Katrina Sam, Director of HR, Caribbean Development Bank
Develop an Engagement Program Strategy
Analyze and Act on Employee Engagement Data
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Flow State: A Gateway to Engagement, Performance, and Productivity
Exit Survey Guide
Employee Experience Monitor Survey Guide
Equip Senior Leaders to Drive Employee Engagement
Design the Employee Experience
Catalyze Cross-Functional Collaboration
Master the 3i’s of Employee Engagement
Activate Networks to Enable Collaboration
Employee Engagement Trends Report 2023
2022 Employee Engagement Trends Report
Employee Engagement Trends Report 2024