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.
- 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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Speak With An Analyst.
- Get on-demand project support
- Get advice, coaching, and insight at key project milestones
- Go through a Guided Implementation to help you get through your project
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.
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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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
Develop an Engagement Program Strategy
Analyze and Act on Employee Engagement Data
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Exit Survey Guide
Employee Experience Monitor Survey Guide
Equip Senior Leaders to Drive Employee Engagement
Design the Employee Experience
Catalyze Cross-Functional Collaboration
Master the 3i’s of Employee Engagement
Activate Networks to Enable Collaboration
Employee Engagement Trends Report 2023
2022 Employee Engagement Trends Report
Employee Engagement Trends Report 2024