Improving Employee Engagement

1. Plan and Prepare for the Engagement Campaign

• Understand the organization's mission statement, values and goals.
• Review job descriptions for each role that will be included in the engagement campaign.
• Align and describe how each position in the organization supports and helps to achieve the organization's mission and goals.
• Determine appropriate metrics for measuring engagement and corresponding business outcomes.
  • Consider different business outcome metrics, including average revenue per sale; customer renewal rate; time to hire; employee retention; and absenteeism.
  • Consider different engagement metrics, including - the frequency that the employee collaborates with colleagues outside of his or her team; use of company training and development resources; and survey reports on the frequency of employee's feeling immersed at work, communication with supervisors, or participation in ad hoc meetings.
• Prepare and conduct an initial employee engagement survey.
  • Consider conducting an employee job satisfaction survey, but use caution as engagement and job satisfaction do not necessarily correlate with each other.
• Establish baseline values of selected metrics based on business output reports and the initial employee engagement survey.

2. Roll Out the Engagement Campaign

• Train managers and supervisors on the elements and functions of the engagement campaign.
  • Prepare training materials, including terms and definitions, process explanations and examples.
  • Conduct interactive training that includes participant involvement, such as scenarios.
  • Provide a checklist of clear expectations.
• Initiate involvement by managers and supervisors for their own engagement.

• Share information with direct employees about the organization's mission, values and goals.
• Explain how the employee's role aligns with, supports and helps achieve the organization's missions and goals.
• Train the employee on the metrics that will be measured, as well as how and why the data will be used.
  • Prepare training materials, including terms and definitions, process explanations and examples.
  • Conduct training that includes participant involvement, such as scenarios.
  • Provide a checklist of clear expectations.
• Consider providing employees involved in the campaign themed "team building" items such as caps, tee shirts, coffee mugs or other items.

3. Work Through the Campaign

• Request and provide feedback to each employee on a regular basis.*
  • Ensure upper management meets with the managers and supervisors.
  • Ensure managers and supervisors meet with their direct reports.
  • Make sure each employee's performance and data related to the metrics is regularly reviewed and explained.
  • Ensure managers and supervisors note employee input and ideas and follow up as appropriate.
• Provide training and development opportunities for employees to better accomplish their roles.
  • Consider offering training on job-related skills or providing development for job growth.
  • Gather employee feedback, which should factor into the choice of training opportunities.
• Provide appropriate recognition to employees.
  • Managers and supervisors should formally recognize employees based on predetermined benchmarks (e.g., work anniversaries, completion of certifications, training or top sales).
  • Managers and supervisors should informally recognize employees on a day-to-day basis, such as acknowledging an employee's work on a project or sometimes include more tangible recognition, such as awarding vouchers or other small tokens.

4. Evaluate the Engagement Campaign

• Conduct a follow-up employee engagement survey and business output reports on the selected metrics.
• Analyze survey data and metrics to determine any correlation, comparing the data with the baseline.
• Review employee input and feedback provided by managers and supervisors.
• Review exit interviews.
• Evaluate employee feedback and follow through on needed changes.
• Use the information gained from the campaign to update the organization's mission statement, values, and goals for use in the next engagement campaign cycle.

Author Bio

Robert S. Teachout, SHRM-SCP is an XpertHR Legal Editor. Robert covers a range of employment law and human resources topics at the federal, state and municipal levels, with a focus on the intersection of compliance with HR strategy and practice. Visit www.xperthr.com Connect Robert S. Teachout  Follow @HRCrossRdsComm