Employees | 10 MIN READ TIME

Employee Engagement Plan


employee engagement plan

It’s common for employees to be motivated by things like their paycheck or bonuses. But how do you inspire them to commit to the business itself?

Employee engagement plans are more than a simple marketing strategy used by businesses. They’re valuable tools used to encourage motivation, loyalty, and commitment for company values.

Let’s take a look at what an employee engagement plan is, why they’re used for, and how to create one that’ll help strengthen relations with your employees.

What is an employee engagement plan?

An employee engagement plan is a business strategy used to measure how emotionally committed a person is towards their job.

When an employee is highly dedicated or happy at work, they’re usually more engaged. They’re often driven by personal and professional goals. Such as, learning new skills or aspiring for a promotional opportunity.

An employee engagement strategy plan helps utilise these to encourage steady growth for a business. Whilst the employee develops themselves professionally, it benefits the company on a whole.

The strategy plan can include short-term activities that create change immediately. But, it can also embed engagement goals for the long term. Whichever you choose, employee engagement plans should be customised to suit individual employees. It’s this that helps establish business loyalty, commitment, and satisfaction.

What are employee engagement action plan examples?

Using an action plan to improve employee engagement can lead to many outcomes. It all depends on your business goals and objectives.

‘Do you want to improve employee experiences? Do you want to build a bigger clientele? Do you want to become an inclusive workplace?’

Whatever your aims are, investing in your employees not only helps them grow, it’s also beneficial for your company too. It can also help with:

  • Increasing individual responsibility and autonomy.
  • Growing better communication channels between workplace departments.
  • Ensuring employees are well-rehearsed on company values, ethics, and goals.
  • Investing in career development and mentoring opportunities.
  • Creating a diverse, equal, and inclusive work environment.
  • Championing cohesion, comradery, and harmony between teams.

How to create an employee engagement plan that works for your business

It’s okay for employers to use employee engagement action plan ideas they’ve found online. But it’s always best to create ones that meet your individual needs as a company.

Whichever method you choose, they should all lead to developing encouragement, allegiance, and motivation towards your business values. They should also help you overcome any workplace hurdles that could deter engagement in the short and long-run.

Let’s take a look at to create an employee engagement plan that works for your business:

Create an action item

The first step for employers should take creating an action item. This asks the question, ‘what action needs to be taken to improve employee engagement?’

An action item dives deeper into what specific areas need additional amendments when it comes to improving employee engagement. Maybe you’re facing troubles with the aftermath of a business merger; or facing an increase in sick leave due to working conditions.

An action item may include providing additional HR services so employees can talk to a neutral person about the merger. Or you could provide flexible working to help decrease the overall number of sickness absences. Whatever the issue may be, it’s important to identify the problem that’s stopping your business from running well.

Write an action description

The second step of the employee engagement plan is to write an action description. This asks the question, ‘what method do I need to include to manifest my action item?’

An action description is a process which outlines what the action item should include. It’s sort of like an ‘A-Z manual’. The description should include as many details as possible – from both a business and employee point of view.

For example, some employees may want the option to work overtime in order to earn more money. You could create a separate work rota to account for these extra hours – ensuring they don’t exceed the legal weekly maximum amount. All necessary steps should be included in your action description.

Assign an overseer

The third step involves assigning an overseer. They will be in control and hold full responsibility for employee engagement plan activities from start to end.

This can be employers or a HR representative. These people can evoke authenticity or seniority when it comes to implementing company-wide changes. It could also be senior employees or a dedicated team. They’ll have a better ‘on-the-ground’ perspective when it comes to engagement issues in the workplace.

Whoever they are, the overseer should champion the methods included in the employee engagement action plan. It’s best to give them distinct, just to ensure changes have been completed. However, try to trust the process and allow them to take full charge.

Outline a completion date

The fourth step of the employee engagement plan is outlining a completion date. Some action items can be implemented within a short timeframe. Other times, they may require weeks, even months, to manifest fully.

Make sure your strategy plan outlines a suitable time-frame and deadline for completion. This presents a realistic perspective for both you and your employees. Planning ahead like this also allows you to use extension periods if and when necessary.

After this, you’ll be able to replicate your employee engagement plan into other areas of concern within the business. All these steps are directed towards creating a more inclusive and coherent workplace.

Ask for regular feedback

The final step involves asking employees for feedback on your implementations. This is usually presented through an employee engagement survey communication plan.

It’s normal to ask for feedback when workplace changes occur – especially when it directly (or indirectly) affects employees. Some changes may not cause any concerns at all; whilst others may cause unforeseen problems you didn’t plan for.

Be open to all types of feedback and deal with issues in a reasonable manner. This will evoke respect and appreciation from your employees. If you delay or are uncooperative with their concerns, it’ll put them off from engaging in the future.

Build the perfect employee engagement plan with Love2shop

There are endless methods used to improve an employee engagement action plan. It all comes back to what you aspire for your staff and business on a whole.

A great way to encourage workplace engagement is through offering rewards for positive actions. And what better way to do this than by giving gift cards and vouchers!

Love2shop offers a variety of vouchers and gift cards guaranteed to enhance employee engagement surveys to their fullest.

Whether you want to quickly encourage motivation or create long-term retention, Love2shop has the perfect gift card for you.