How to organise and manage a company-wide employee engagement strategy

How to organise and manage a company-wide employee engagement strategy

When a business’s employees are engaged, it can have a hugely positive effect on productivity and overall organisational success. In fact, research from Gallup indicates that companies with a highly engaged workforce are 23% more profitable.

However, it can be difficult to keep your employees engaged and motivated if you don’t know where to start – or how to reach individuals across all areas of your business. That’s why it’s so important to have a company-wide employee engagement strategy in place. This is essentially a systematic and long-term plan that helps steer the company’s various engagement activities in order to achieve the desired outcomes.

An employee engagement strategy requires a fair amount of planning and management to succeed. However, when conducted well, it can be hugely advantageous in helping businesses reach their goals. This blog post explores how businesses can create an efficient company-wide employee engagement strategy, whether they’re starting from scratch or looking to improve the strategy they already have in place.

What should your company-wide engagement strategy consist of?

In a nutshell, an employee engagement strategy aims to establish a positive emotional connection between the business’s employees and its values, purpose and goals. This will help to ensure maximum loyalty, productivity and satisfaction, and an environment where engagement flourishes. Here are some of the building blocks that form the basis of an effective employee engagement strategy:

Learning and development opportunities

Many people value the opportunity to further their skills and careers. That’s why learning and development opportunities should be at the forefront of your employee engagement strategy. When an employer actively supports and invests in their team, those individuals will feel nurtured and empowered, boosting their engagement and performance.

Reward and recognition

Launching and developing a platform where employees’ hard work is recognised by peers and rewarded by managers in a frequent and timely manner, is a great way to boost morale consistently. By incorporating this into your wider engagement strategy, you’ll be driving business values, connecting employees across your business, boosting social wellbeing and ensuring that they feel valued and appreciated.

Benefits and perks

Monetary gain isn’t the sole driver of engagement, nor should it be the main focus of your employee engagement strategy. However, incorporating a benefits offering that allows employees to make valuable savings on their everyday spending can be effective. One of the reasons why shopping discounts are such an effective engagement tool is because they’re relevant to all demographics and deliver company-wide value.

Wellbeing resources

Happy and healthy employees are far more likely to be motivated, productive and engaged. That’s why the wellbeing needs of your employees should play a huge role in your company-wide engagement strategy. Offering on-demand tools, resources, and support will demonstrate how much you value your team members as individuals and show them that their health and happiness are a high priority for your business.

How to create, implement and measure a company-wide engagement strategy

It’s important to remember that there’s no one-size-fits-all employee engagement strategy. There are a variety of factors that will help your business determine what kind of strategy, schemes and activities are right for its employees – including industry, location and demographic among many others. Here are four key steps to creating and implementing a strategic engagement plan:

Identify clear goals

The first step to establishing a clear and successful employee engagement strategy is understanding the current reality in your business. Once you know where the problem areas lie and what you want to improve, you can put in place some clear goals and focus your efforts on those key goals you want to achieve. Make sure these goals are SMART: Specific, Measurable, Achievable, Relevant and Time-Bound.

Listen to the voices that count

To ensure your strategy is a success, it’s crucial to understand your employees’ unique and individual needs and involve them in the setup process from the very beginning. Although you may already have a vision for what your plan might look like moving forward, be open to it changing as you reflect on employee suggestions and feedback. You can do this through a survey or focus groups with different teams or individuals from different areas of the business.

Communicate your strategy

Once you’ve decided what you want to do and how you want to do it, it’s time to start drumming up some excitement – and this lies in the creation of a communications plan. Find effective channels to drive your strategy’s messaging to different areas within your business from your end. It’s vital that employees know the goals that your business is trying to achieve and how this employee engagement strategy aims to get you there.

Measure success and adapt

With your new company-wide strategy, schemes and activities in place, it’s important to continue measuring the engagement levels of your employees to find out if what you’re doing is having the desired effect. Use employee feedback forms, employee engagement surveys along with face-to-face meetings and workshops to capture how your employees are feeling. On top of that, look at your employee turnover and retention statistics to see if there has been any change or improvement. Doing this regularly is crucial and means you can adapt your strategy accordingly.

Final thoughts

To summarise, a well-thought-out strategy for employee engagement is essential in ensuring your team is happy, motivated and working to the best of their ability. In turn, this will help ensure that your business is reaching its long-term goals and succeeding in the modern market. However, employee engagement is not a tick box exercise. Creating, implementing and managing the success of this strategic engagement plan takes time, effort and input from those who are at the heart of it – your people.

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