2022 Employee Engagement Trends Report
Insights, analysis, and benchmarking data from McLean & Company’s Employee Engagement Survey from 2019-2021.
RETIRED CONTENT
Please note that the content on this page is retired. This content is not maintained and may contain information or links that are out of date.Engagement program satisfaction is low due to:
- Static engagement rates and ineffective efforts to improve engagement.
- Poor communication, leading to diminished employee buy-in and trust.
- Lack of a planful strategy to address employee engagement.
Engagement positively impacts organizational outcomes by improving:
- Organizational performance.
- Employee commitment and focus.
- Innovative behaviors.
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Module 1: Develop an Engagement Program Strategy
The Purpose
- Assess the organization’s history with engagement measures and readiness to make engagement a priority.
Key Benefits Achieved
- Foundational elements in place for a successful engagement program.
Activities: | Outputs: | |
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1.1 | Review and identify the implications of the history of engagement measures and initiatives. |
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1.2 | Assess readiness for leader-driven engagement. |
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1.3 | Articulate the purpose of engagement. |
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Module 2: Select Engagement Measure(s)
The Purpose
- Establish a clear link between an engaged workforce and organizational goals.
- Select the best methods and frequency to gather employee feedback.
Key Benefits Achieved
- Selection of engagement measure(s) to support the goals of the engagement program.
Activities: | Outputs: | |
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2.1 | Select goals and metrics for the engagement program. |
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2.2 | Select which engagement measure(s) are most appropriate. |
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Module 3: Assign Roles and Plan for Communications
The Purpose
- Outline next steps to successfully implement engagement measure(s).
Key Benefits Achieved
- Defined roles and accountabilities.
- Communications for senior leadership.
Activities: | Outputs: | |
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3.1 | Outline and assign stakeholder roles and responsibilities. |
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3.2 | Plan approach to gain senior leadership buy-in. |
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