Developing a new employee engagement plan from scratch might seem daunting, but it is an important task for leadership to get involved in. This is about building a strategy that everyone in the company should participate in. From HR working on recruitment and onboarding to the CEO enabling managers to offer career development opportunities to getting feedback from current employees, everyone should be involved.
Employee Engagement Plan
In all job postings, ensure that the company’s mission and core values are highlighted along with the traits of engaged employees. By clearly outlining what type of environment a future employee would experience, you will attract more like-minded people to apply. Plus, it weeds out those who are not going to be a good fit – before it’s too late.
Example: Sprockets is a tech startup that values innovation, sustainability, and individual growth. Our employees are driven by new ideas, are compassionate, and challenge traditional values to bring about positive change.
Outlining the onboarding process beyond filling out paperwork and going over where to find the fire exits is crucial to involving a new employee with an established team.
Example: New marketing employee with have weekly meetings with the direct manager once per week to discuss personal development opportunities and any questions, comments, or concerns with workload or environment. During the first week of employment, the marketing team will go out to lunch with the new employee. The marketing team will have quarterly outings in order to encourage camaraderie and transparency between levels of employees.
Outlining goals for a position gives an employee a sense of purpose. Tying their goals directly to the company’s goals and values is a way to effectively display the impact of their work and why they are important to the company.
Example: The marketing coordinator is responsible for creating content and emails in order to fuel the sales team with leads. With a company goal of 100 new customers in Q2, the marketing team will need to generate 1,000 leads in order to provide the sales team with enough leads to utilize.
Communication From Leadership
Planning quarterly staff meetings with employees from every department and level is a good way to show transparency and build engagement. When employees are able to see the bigger picture outside of their own tasks or department it gives them a sense of purpose.
Example: You’re invited to our quarterly meeting! An overview of our company goals for the past quarter along with accomplishments will be shared. We will also introduce the plans for the upcoming quarter. Nominate an employee for their accomplishment in one of these three categories: Innovation, Team Building, or Above & Beyond. Winners will receive a $50 gift card at the company meeting.
From giving an employee shout-out at department meetings to submitting a nomination for a company-wide meeting, employee recognition is valued.
Example: At each weekly company meeting at least one employee will be recognized by the Director of Marketing for their extra contribution. In the monthly company newsletter, Directors from each department will submit an employee who has gone above and beyond in order to reach goals. In preparation for the quarterly company-wide meeting, employees will get the opportunity to nominate their coworkers for recognition.
Coaching, Mentoring, and Personal Development
Whether someone has been with the company for 15 years or just joined right out of college, all employees can benefit from personal development in the workplace. While not everyone will want to partake, those who do will appreciate it and by partaking, be more engaged. Consider these offerings to your employees:
- Lunch-and-learns bringing in a speaker for a specific department
- One-on-one coaching on new technologies relevant to the position
- Matching new employees with established employees in other departments as a go-to mentor
- Setting aside time to access Lynda.com for developing specific skills they want to work on
43% of highly engaged employees receive feedback at least once per week. Receiving feedback on work instills a sense of trust in employees. It shows that their work is being reviewed and appreciated. In fact, 69% of employees say they would work harder if they felt their efforts were better recognized. The other big factor here is that engagement drops after an employee’s first year at an organization. By having set performance reviews, employees can recognize that their work is still being paid attention.
Example: Schedule weekly 10-minute check-ins, quarterly performance reviews, and annual performance and improvement reviews. It is important to note that an annual review should not be the first time that an employee hears a piece of feedback.
In conclusion, implementing an employee engagement plan is sure to provide noticeable and measurable impacts for your company. Interested in learning more? Read the full E-Book, The Ultimate Guide to Employee Engagement.