“Data without action is meaningless”- Unknown.
Employee engagement action plan is a process that an organization must come up with to identify and prioritize their actions and also be able to identify quick and simple changes to demonstrate to its employees that the organization is determined to set in an action plan on receiving any form of feedback about levels of employee engagement within the organization.
If your organization is determined to bring a substantial change in terms of how employee engagement is perceived in your organization, then an employee engagement action plan is the perfect tool to get started with.
We surveyed and interviewed HR leaders across the globe and a whopping 50% of them said, they rarely if ever do anything meaningful with the results of their survey. The reasons are alarming:
- Data collected focuses on outcomes and not the drivers
- It’s tough for us, we have competing priorities, we are day jobs
- It’s tough to manage internal teams towards progress on something which isn’t even priority
- It’s data about the stuff that has already happened, it lags any new indicator. It’s not predictive, it’s hard to turn it into knowledge around what is going to happen
I would argue and say, we have to invest in this kind of work just as we do in any other operating system in our business. We invest in our accounting systems, marketing systems, in our sales system, in our production facilities.
If engagement (and culture) is really important as we say it is, why don’t we want to invest here like we do in any operating system? This takes resources, investment, this takes intention. This is not just a one time process. This is an ongoing effort.
According to a study conducted by Gallup, more than 51% of employees in the U.S alone are said to be disengaged. 16% of the employees are actively disengaged. These statistics are surprising and disheartening.
There is no doubt when I say, higher levels of employee engagement are good for the business as businesses with a large number of engaged employees have registered better profit percentages, it’s not just the monetary gains, this talks greatly about workplace culture.
Before you start putting the plan together consider the following questions to gain better clarity and direction while strategizing employee engagement action plan:
- What areas of improvement will result in the strategic gains in the levels of employee engagement?
- Do any of the areas of improvement already align with the current strategic direction?
- Is the change being considered reasonably?
- What is the amount of fund that the organization is looking to invest?
- Is the organization ready to deliver what it is promising?
It is essential to question the strategy during the incubation period. Once the plan is on the stage of implementation it would be rather difficult to constantly change the way in which it is being implemented. It is advisable you study thoroughly all the attributes related to the levels of employee engagement in your organization before creating an action plan.
Here are some of the things you can do for quick wins to improve the levels of employee engagement:
- Arrange for employees to meet one-on-one every fortnight with their manager or supervisors so they get an opportunity to say what they have.
- Set a separate budget for employee training and development to improve employee learning activities.
- Create a comprehensive employee onboarding process to improve employee engagement levels for new employees.
- Having the leadership of the organization to give clarity on the vision, mission, and goals of the organization, so the employees know what is the organization expectations from them.
1. Be Strategic: Long-term employee engagement action plans-those that will take longer than 12 months will require a detailed communication. Organizations are generally good at communicating to the employees about other long-term strategies that align with their growth, but when it comes to employee engagement, leadership tends to go mute on it.
Make sure to integrate employee engagement action plan with your organization’s other plans and strategies and effectively communicate it to your employees. Do update your employees if there are any changes proposed to the plan, fill in the gap.
2. Send Out Surveys at Fixed Time Intervals: Keep your employee engagement survey short and precise. The survey need not be 20 questions long, it can ask three or four relevant survey questions and collect meaningful insights to make informed decisions.
3. Don’t Stop, No Matter What: Don’t feel disappointed if you don’t achieve the desired results in the first go. Remember Rome was not built in a day. There is always something new affecting your culture. Changing leadership, new employees etc may be the attributing factors to the constantly changing employee engagement levels within the organization. There is always a scope to fine-tune what you are doing to achieve better results.
Here are some of the crucial benefits of a well-crafted action plan:
1. Better productivity in the workplace
Studies have shown that engaged employees are more diligent than their counterparts, in fact, the study shows they are 43% more productive than employees who just show up to work without any motivation at all. It’s true for most businesses, employees who are more invested or engaged in their workplace feel it’s their personal responsibility to get the dice rolling.
2. Increased employee satisfaction
Better levels of employee satisfaction lead to internal marketing advantages for an organization/ business. Doesn’t matter what business you are running, it is always good to have employees who can vouch for the organization and be the brand advocate, thus increasing employee Net Promoter Score. With social media platforms being more powerful than ever one negative word of mouth of can ruin the brand’s reputation, look at the upside, what can a positive talk from an employee who is satisfied and happy at work do for your brand then!
3. Lower attrition rate
Naturally, employees who are satisfied in their workplaces tend to stay longer in the organization, as a result, companies with higher levels of employee engagement experience lower attrition rates. Better levels of engagement and lower attrition rates, will surely take your organization places and also help you perform better in the ever-growing competitive business market. Companies in the 21st century have realized they don’t only have to fight the local business but the fight to stay ahead is global.
4. Better work-life balance
Employees who are interested in their work are more likely to strike a good work-life balance. It is a mutually beneficial relationship. While employees feel the need to work hard and spend their time wisely at work, employers feel happy about their employees being diligent at work. Employee engagement helps employees achieve their goals and targets while the efforts of employers to recognize this increases engagement.
5. Revenue growth
Last but not the least, you cannot undermine the financial benefits of keeping your employees engaged. A workforce that is personally invested in the organization will help your business register better revenue growth. In fact, according to Watson Wyatt companies with higher levels of engagement generate 26% more revenue growth than their counterparts.