How to create an employee engagement plan?


Employee engagement is centered on staff feeling aligned with a company’s goals and values. If this is achieved, they feel motivated to give their very best to contribute to organizational success.

Here’s how to create an employee engagement action plan to suit the unique needs of your organization:

Find out Where You Stand

You can’t make an engagement action plan without digging a little deeper to find out how engaged the workforce currently is. Design a survey to be completed by every employee. Questions should look at aspects such as whether employees feel their work contributes to the company’s goals, where frustrations lie and how motivated they feel. Tailor it to your specific business needs and objectives as much as possible to get genuinely valuable information from the process.

Involve Others

Share key findings from the employee engagement survey across the organization, highlighting where your company is doing well and identifying areas where improvements are needed. When people receive feedback such as this after taking time to complete the survey, they will feel their opinions are valued and are being taken seriously. Set up small focus groups or ask teams to discuss ideas of how improvements can be made to engagement.

Create an Action Plan

Using both the feedback from the survey and input from verbal discussions, pool all the arising themes and ideas to create an employee engagement action plan. The action plan should clearly group items under sub-headings that identify the specific areas that need improving, adding in information about what the proposed solutions are. It’s vital that individuals and teams take responsibility for implementation too, so the action plan must include how you’ll measure success, which individual or team will take each solution forward, and when these solutions will be implemented by.

Communication is Key

The action plan should be shared with employees for transparency, while managers and leaders should talk about it positively in meetings and staff communications. Through these communications, the importance of the action plan should be described in a relatable manner, so employees understand the value it will bring to them personally and professionally.

Follow up

Implementation shouldn’t be a background process, but very much at the forefront of the daily operations of a business. Ongoing monitoring and evaluation should be designed into the action plan too – but communicating about this regularly and transparently is just as important.

Ultimately making companies more successful, employee engagement should be a decisive element of organizational strategy. Generating loyalty, positivity and motivation, engaged employees give more back to a business and get satisfaction from their working lives in return.

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