In this section, we'll be talking about the actual steps in launching an engagement program. Please review all the following sections carefully. Each of the chapters are broken down into separate articles, which are linked in the table of contents below.
If you would prefer to view this guide in its entirety and as a single .pdf, please download it by clicking the attachment below.
Phase 1: Planning and Analysis
Before developing your engagement strategy, meet with your company’s leadership to better align on their priorities. We recommend addressing the following with the executive team:
- How important is employee engagement vs. other corporate priorities?
- How much resources and budget are they willing to devote to employee engagement?
- What kinds of engagement-related initiatives are they willing to support? What initiatives are they unwilling to support?
Craft Your Engagement Strategy
With insights from the executive team, you’re better able to map out your engagement plan for the year. This should consist of:
- The objective of your engagement program
- How many surveys, and what types of surveys, you’d like to run
- The audience for your surveys
- Possible engagement-related initiatives you’d like to develop, e.g. company-wide communication plan, manager training, etc.
- Budget and resources available for engagement-related efforts
Share your engagement strategy with leadership to get their buy-in prior to launching surveys.
Build Employee Excitement
Prior to launching your first survey, let employees know what’s coming, and why you’re running this survey. Giving people more context - and the possible positive outcomes that can come from an engagement survey - can help boost the survey participation rate. You can even add some competition to make it fun, such as the first team or office to complete their surveys receives a free catered breakfast!
Finalize Your Survey Questions
This step should be pretty straightforward! Reflektive has templates for all of the aforementioned surveys (engagement, onboarding, exit) -- and you can customize them as you wish. We also have room for comments at the end of each question, to gather more details on the particular engagement theme. Reflektive has Natural Language Processing to quickly and easily analyze comment theme and sentiment.
Launch Your Survey!
We recommend running your survey for two weeks, or until you reach an 80% company-wide completion rate.
Analyze Your Data
Take a look at the recommended engagement metrics in the section below. Identify where your company excels, and where there are opportunities to improve employee engagement.
Identify 2-3 Focus Areas
Based on your analysis, choose a couple of focus areas that are most meaningful and aligned with your company’s priorities. These could be around a particular theme (e.g., benefits, inclusion) or related to a particular demographic (e.g., perhaps women, engineers, or employees in the Boston office have low engagement). Develop goals to address this gap.
Phase 2: Partner with Department Heads
Share your Analysis with Each Department Head
Schedule time to share departmental engagement results with company leaders. Start with three strengths, and three areas of opportunity. Have Reflektive or your engagement technology open on your computer so you can drill into results or slice the data in different ways.
Identify 1 or 2 Departmental Focus Areas
As a follow-up to your meeting, ensure that the department leader identifies one or two key areas to improve. Perhaps her reports would benefit from more career pathing, or a more flexible work from home policy. With these departmental focus areas confirmed, begin phase 3 (this phase will be driven by the department head).
Phase 3: Department Heads to Develop Action Plans
Unlike the first two phases, all of the steps listed below should be completed by the department head to drive change effectively.
Share Results in Team Meetings
We recommend that the department head discusses engagement results in the weekly team meeting(s). They can use this time to receive additional feedback, and gather more ideas on the best ways to address areas of opportunity.
Craft a Vision Statement
Based on their conversations and insights from employees, department heads should craft a vision statement to address their areas of opportunity. An sample vision statement could be:
“In one year, everyone on the Sales team knows how to grow their career and feels that there is diverse representation among Sales leadership.”
Create an Action Plan
Based on the vision statement, the department head should create an action plan. This is very easy in Reflektive! Department heads can open their Engagement dashboard, click “Create Action Plan” on their report, and enter their high-level objective. They can assign key results to themselves or to others to follow-up on specific action items.