What is an Employee Engagement Plan, and what are best practices, tools and online templates for teams and organizations?
Definition of Employee Engagement Plan
An Employee Engagement Plan is a plan set in place in order to increase the emotional investment employees make in their organizations. The higher the passion, involvement and level of motivation they bring to work, the more engaged they will be. As a result, employees will identify with and are more likely to achieve the organization’s goals.
Description of Employee Engagement Plan
Companies with low levels of Employee Engagement run the risk of more accidents and higher failure rates. Therefore, it is important to have a plan in place to monitor employee engagement levels.
In the near term, there are several ways to quickly increase Employee Engagement:
- Send out an employee engagement survey to get some quick feedback
- Start a weekly “all-hands” call where good work is publicly acknowledged
- Remind managers to provide feedback often
- Maintain an employee social media page where employees can communicate and motivate each other
- Increase opportunities for interaction between departments with social events or charity work
In the longer term, there are four steps a company should take to develop a successful Employee Engagement Plan:
- Identify the company’s reason for being: A company should be able to articulate what is stands for and its mission, values and goals. When this information is clearly outlines, an employee is more likely to relate to it.
- Understand the current state of employee engagement: An Employee Engagement survey will help management understand the current levels and where gaps exist. An Employee Net Promoter Score (eNPS) can help in this process. Some factors that are important to analyze are meaningful work, hands-on management, a positive work environment, as well as paid-time-off policies, learning and development opportunities and other benefits.
- Outline specific steps for improvement: Three important areas to consider are Communications, Culture, and Employee Appreciation. Transparency is important to employees, as is a culture of positive motivation and appreciation for a job well done.
- Examine results regularly: Management should regularly reach out and ask employees how new initiatives are working and make adjustments when necessary.
Consistently seeking employee feedback will ultimately lead to higher levels of employee engagement, overall happiness and retention rates.
Tools & Templates
The tools managers can use for Employee Engagement are surveys, presentations, spreadsheets, and other strategic documents.
upBOARD's Online Employee Engagement Plan Tools & Templates
Unlike most traditional Employee Engagement processes, upBOARD’s online Employee Engagement Plan tools allow any team or organization to instantly begin working with our web templates and input forms. Our digital platform goes far beyond other software tools by including progress dashboards, data integration from existing documents or other SaaS software, elegant intuitive designs, and full access on any desktop or mobile device.
Learn more about upBOARD’s portfolio of other change management best practice tools and templates, including:
AIM Accelerated Implementation Methodology, Beckhard & Harris Change Process, Boston Consulting Group Change Delta, Brainstorming, Bridges’ Leading Transition Model, Burning Platform, Case for Change, Change Fatigue, Change Management Curve, Change Management Impact Analysis, Change Management Maturity Model, Change Management Levers, Change Management Plan, Change Management Roadmap, Change Proposal, Change Readiness Assessment, Change Resistance Management Plan, Change Risk Assessment, Change Success Metrics, Communications Planning, Core Values, Deming Change Cycle, EASIER Change Management, Employee Engagement Plan, Feedback Capture Grid, Focus Groups, Geert Hofstede’s 6 Dimensions of Culture, GE Change Acceleration Process, Go-Live Planning, Head, Heart and Hands Model, Kotter’s 8-Step Change Model, Kubler Ross Change Curve, Lewin’s Change Management Model, Maurer’s 3 Levels of Resistance, Nudge Change Model, People Centered Implementation, Performance Support, Process Mapping, Sponsor Roadmap, Stakeholder Analysis, Stakeholder Interviews, Switch Change Framework, User Acceptance Testing, VRIO Framework and What’s In It For Me (WIIFMs).