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Implement an Action Plan for Employee Engagement Initiatives

After prioritizing areas of opportunity and choosing engagement initiatives to address them, it’s time to get to action.

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Contributors

  • Bob Kelleher, CEO Employee Engagement Group
  • Kyle Lundy, Ph.D., Principal, Global Aspect Human Capital Advisors

Your Challenge

  • On average, only 1 in 3 employees is engaged.
  • Improving engagement isn’t a project that stops and starts – it is an ongoing initiative.
  • Although more and more IT departments are launching employee engagement surveys, very few are moving beyond the measuring stage and actually improve engagement. Additionally, departments aren’t following up on survey results, and even those that do are making some major mistakes.

Our Advice

Critical Insight

  • There’s no point in conducting engagement surveys if you’re not going to act on the results.
  • Post-survey action planning will have limited success without employee participation. Senior managers frequently evolve employee generated initiatives into something they aren’t – employees need to stay involved throughout the planning process.
  • Communication of initiatives is the most important step in the post-survey process. Clarifying the implemented changes is vital for engagement.

Impact and Result

  • Ensure early momentum and excitement is not lost.
  • Ensure engagement is an ongoing initiative between survey A and survey B.
  • Ensure the right people are assigned to the right roles.
  • Ensure engagement initiatives are implemented successfully.
  • Ensure change positively impacts employee engagement levels.

Research & Tools

1. Effectively act on employee engagement survey results

Make a positive impact on my department’s employee engagement levels.

2. Formalize and document the post-engagement survey action and communication plan

Assign key roles and responsibilities, and hold all stakeholders accountable.

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Search Code: 75578
Published: June 20, 2014
Last Revised: June 20, 2014