Develop an Engagement Program Strategy | McLean & Company

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Inadequate resources are allocated to engagement programs. Although many organizations measure employee engagement at least annually, only 8% of HR’s time is prioritized for employee engagement and culture (McLean & Company, 2022 HR Trends Survey, N=405).
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.

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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

1. Assess and determine your approach to engagement

Determine the engagement program’s purpose, goals, and metrics, then select an engagement measurement and vendor.

Develop an Engagement Program Strategy Executive Briefing

2. Prepare stakeholders with roles and responsibilities

Identify stakeholders’ accountabilities and draft collaboration activities and resources.

3. Communicate engagement strategy and plan next steps

Map out a timeline, plan next steps for HR, and create the 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.

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Speak With An Analyst

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.

Contributors

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

Search Code: 90658
Last Revised: February 17, 2022