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Develop an Engagement Program Strategy

Employee engagement is more than a survey. To have a measurable impact on your organization, be planful and develop an engagement program strategy.

  • Engagement program satisfaction is low. Only 36% of respondents rated their employee engagement efforts as effective (McLean & Company, Trends and Priorities 2019 Survey, N=895).
  • Poor communication of engagement programs has resulted in a lack of buy-in from employees and leaders.
  • Not acting on survey results is contributing to lower engagement and eroded trust for many employees.

Our Advice

Critical Insight

Move beyond focusing on employee engagement surveys and use an engagement program strategy to planfully communicate the purpose and goals of engagement to gain traction and buy-in and determine ownership.

Impact and Result

  • Develop an engagement program strategy to drive organizational success.
  • Determine the approach to engagement by reviewing your organization’s engagement history and readiness for leader-driven engagement.
  • Prepare stakeholders for engagement by creating clear roles and accountabilities.
  • Communicate your engagement program strategy and plan for next steps past survey launch.

Develop an Engagement Program Strategy Research & Tools

2. Prepare stakeholders with roles and responsibilities

Identify stakeholders’ accountabilities and draft collaboration activities and resources.

Workshop: Develop an Engagement Program Strategy

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 onsite 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: Develop an Engagement Program Strategy

The Purpose

  • Review your organization’s engagement history and readiness.
  • Identify stakeholders and draft results-sharing and action-planning activities.
  • Prepare to support stakeholders with the resources needed to execute their roles.
  • Articulate key messages using a communication plan.

Key Benefits Achieved

  • Organization’s engagement strategy readiness assessed.
  • Engagement strategy’s purpose, goals, and metrics determined.
  • Stakeholders identified.
  • Action planning activities outlined.
  • Communication plan developed.




Review and identify the implications of history of engagement measures and initiatives.


Articulate the purpose of engagement.


Select goals and metrics for the engagement program.

  • Engagement purpose and goals

Select which engagement measures are most appropriate for your organization.

  • Engagement measurement and cadence

Outline and assign stakeholder roles and accountabilities.

  • Roles and accountabilities

Develop an action plan.

  • Action plan

Develop a communication plan.

  • Communication plan

About McLean & Company

McLean & Company is an HR research and advisory firm providing practical solutions to human resources challenges via executable research, tools, diagnostics, and advisory services that have a clear and measurable impact on your business.

What Is a Blueprint?

A blueprint is designed to be a roadmap, containing a methodology and the tools and templates you need to solve your HR problems.

Each blueprint can be accompanied by a Guided Implementation that provides you access to our world-class analysts to help you get through the project.

Need Extra Help?
Try Our Guided Implementations

Get the help you need in this 3-phase advisory process. You'll receive 7 touchpoints with our researchers, all included in your membership.

Guided Implementation #1 - Assess and determine your approach to engagement.
  • Call #1 - Review your organization’s engagement history and readiness.
  • Call #2 - Determine the engagement program’s purpose and prepare to set goals and metrics.

Guided Implementation #2 - Prepare stakeholders with roles and responsibilities.
  • Call #1 - Identify stakeholders and their roles and accountabilities.
  • Call #2 - Prepare to support stakeholders with the resources needed to execute on their roles.

Guided Implementation #3 - Communicate engagement strategy and plan next steps.
  • Call #1 - Map out a timeline for the stages of the engagement program.
  • Call #2 - Plan next steps for HR to support stakeholders.
  • Call #3 - Articulate key messages and a communication plan.


  • Kelly Duff, Employee Engagement Leader, Allstate
  • Steve Edwards, Professional Development Officer, OPERS
  • Jamie Einarson, Manager People Solutions, Noventis Credit Union
  • Colleen Falco, Vice President Human Resources, Niagara Casinos
  • Kevin Fritze, Manager Talent Management, Domtar
  • Kristin Henderson, Director Institutional Research, Bright Horizons
  • Jason Lauritsen, Keynote Speaker, Author and Consultant
  • Gregg Lederman, CEO, Brand at Work
  • Peter Lynch, Founder and CEO, Hitch Studio
  • Katrina Sam, Director of HR, Caribbean Development Bank