2022 Employee Engagement Trends Report
Insights, analysis, and benchmarking data from McLean & Company’s Employee Engagement Survey from 2019-2021.
Onsite Workshop
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.
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: | |
|---|---|---|
| 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: | |
|---|---|---|
| 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: | |
|---|---|---|
| 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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