- 1 in 3 organizations fail to identify change initiatives; 1 in 2 organizations fail to implement identified change initiatives.
- With the variety of valuable insights gained from employee engagement survey results, organizations may find it difficult to develop a focused plan to improve engagement levels across the organization.
- As a result, engagement initiatives have little to no impact on overall engagement. Organizations miss the mark on what initiatives and what actions employees really need to become more engaged. It can be difficult to organize employees in an open discussion to solicit their feedback.
- There are three common pitfalls that result in engagement initiatives treating only symptoms: ineffective prioritization of focus areas, lack of participation from a cross-section of employee groups, and poor communication to employees regarding changes.
- One of the most effective ways to make plans for employees is to actually include them in the planning process; focus groups generate further insight into initiatives to increase employee engagement.
- When planning for implementing engagement initiatives, be sure to consider the long-term requirements as well as the quick fix solutions. Taking action on the quick fixes immediately increases the perception that progress is being made.
- Communication is arguably the most important part of this whole process; employees should be consistently informed when it comes to survey results, progress, and next steps.
Impact and Result
- Understand and prioritize engagement drivers using survey results to focus change initiatives where they will have the most impact.
- Lead effective brainstorming sessions with staff to involve employees in the change process.
- Select quick fixes and long-term initiatives to implement.
- Gain approval, assign accountability, and develop a project and communication plan for all initiatives.
1. Hold a post-survey engagement program workshop
Move beyond measuring engagement and start improving it.
2. Follow an agenda for post-survey engagement focus groups
Outline the day's events and document resources, responsibilities, and logistics.
3. Outline each activity in the organization's post-survey process
Maintain a central source for documenting events, resources, responsibilities, and logistics.
4. Review the focus group results with employees
Continue employee participation and buy-in with the engagement initiative development process.
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