- Lack of action leads to lack of trust. Cynicism can develop around engagement if action isn’t taken and detract from future engagement initiatives. For action to be effective, leadership needs to own it.
- However, “The executive leadership team acts on employee feedback” is the fourth lowest scoring question out of 63 from McLean & Company engagement surveys (N=244,519). Launching an engagement survey is like pulling the pin on a grenade. If you’re not prepared to act, be prepared for the consequences.
- The most critical part of engagement happens post survey, yet organizations are often struck by analysis paralysis.
- To avoid cynicism, cascade the analysis of employee survey results and tailor the approach for timely, targeted, and relevant engagement action planning.
Impact and Result
- Bridge the gap between employee engagement survey launch and action by:
- Analyzing the results: Identify organizational priorities and determine the right approach to analyzing results and action planning for your organization. Analyze and communicate the results to stakeholders and define their roles.
- Developing insights and actions: Determine the right approach to developing insights and actions and equip managers to conduct qualitative analysis.
- Building and implementing action plans: Identify initiatives that have the highest impact on organizational priorities, set timelines and task owners, and track progress using McLean & Company templates and tools.
This program has been approved for continuing professional development (CPD) hours under Section A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).
McLean & Company is recognized by SHRM and can award Professional Development Credits (PDCs) for the SHRM-CP® or SHRM-SCP®.
HR Certification Institute’s® official seal confirms that McLean & Company meets the criteria for pre-approved recertification credit(s) for any of HRCI’s eight credentials, including SPHR® and PHR®.
How to complete this course:
Use these videos, along with the Project Blueprint deck above, to gain an understanding of the subject. Start with the Introduction, then move through each of the Course Modules. At the end of each Module, you will be required to complete a short test to demonstrate your understanding. You will complete this course when you have completed all of the course tests.
- Number of Course Modules: 5
- Estimated Completion Time: 1.5 hours
Learners will be able to develop an engagement program strategy that drives engagement success, select effective metrics and qualitative information to translate engagement data into insight, and guide managers in engagement action planning.
By the end of this course, learners will be able to:
- Develop an engagement strategy for impactful results
- Analyze results and uncover insights to set engagement priorities
- Prepare leaders to drive engagement in their interactions
- Build and implement action plans
All of our McLean Academy courses have closed captioning available. To turn this function on, click on the C.C. in the bottom right corner of the video screen and click "English" on the options that pop-up.
Employee Engagement Introduction: Employee engagement is more than just a survey
Employee Engagement Module 1: Determine your engagement strategy
Employee Engagement Module 2: Analyze data to uncover insights
Employee Engagement Module 3: Prepare managers to drive engagement
Employee Engagement Module 4: Act on engagement
Workshop: Analyze and Act on Engagement Data
Workshops offer an easy way to accelerate your project. If you are unable to do the project yourself, and a Guided Implementation isn't enough, we offer low-cost delivery of our project workshops. We take you through every phase of your project and ensure that you have a roadmap in place to complete your project successfully.
Module 1: Focus Groups (Gather the Employee Voice to Inform Engagement Action Planning)
Conduct focus groups to gather employee and manager input.
Key Benefits Achieved
Employee and manager input gathered on challenges experienced and recommendations for improvement
Total of 15-18 hours of focus groups.
- Recommendations for organizational-level employee action planning from a sample of employees and managers
Module 2: Debrief of Focus Group Feedback
McLean & Company presents a report of the focus group feedback.
Key Benefits Achieved
Presentation of a report comprising themed and ranked recommendations from participants of focus groups
Up to two-hour debrief of the comprehensive focus group report
- Comprehensive report
Discussion of suggested quick wins and longer-term strategies
- Understanding of next steps
Overview of next steps for the organization to turn the feedback into an action plan