zavvy logo
Solutions
Preboarding and onboarding
Onboarding
& Preboarding
Preboarding
Close the gap between signing and start
Onboarding
Wow new hires without getting lost in busywork
Event Scheduling
Automatically manage your orientation events
Development & skills
Development
& Skills
Career Frameworks
Create role clarity with transparent career pathways
Growth Plans
Combine goals with measurable action
Skills Matrix
Understand everyone's strengths and opportunities
Training & Knowledge
Training
& Knowledge
Learning Management
Create and manage engaging courses
Training Library
Find the right resource for everyone
Power Skills
Find expert-led, high impact training programs
Performance and feedback
Performance
& Feedback
Performance Reviews
Measure performance without the bias and act
360° Feedback
Run any kind of feedback process
1:1s
Align people managers and reports through structure
engagement & people analytics
Engagement
& Insights
Engagement Surveys
Understand your people and engage with precision
Connection Programs
Strengthen relationships with regular meetups

Platform

|

Consultation

|

Integrations
Customers
Templates
JourneysFeedbackTraining Library
IntegrationsPricing
HR Insights
BlogCommunityTemplates & PlaybooksReal-life HR Examples
Login
EN
EnglishDeutsch
LoginLogin
See it in action
Login
Settings and language
Language
EnglishDeutschSign in
Login
Try for freeGet a demo
zavvy logo
Lösungen
Preboarding and onboarding
Onboarding
& Preboarding
Preboarding
Schon vor Tag 1 begeistern
Onboarding
Schneller und besser einarbeiten
Meetings
Onboarding-Events ganz automatisch managen
Development & skills
Entwicklung
& Skills
Karriere-Frameworks
Klare Karrierepfade für alle anbieten
Entwicklungspläne
Ziele mit messbaren Maßnahmen verbinden
Kompetenzmatrix
Mit tiefen Insights Potenziale aufdecken
Training & Knowledge
Training
& Wissen
Learning Management
Effiziente Trainings per Drag-and-Drop erstellen
Externe Trainings
Die richtigen Ressourcen immer griffbereit
Power Skills
Intensivtrainings für die wichtigsten Skills
Performance and feedback
Performance
& Feedback
Performance Reviews
Leistung fair und transparent beurteilen
360° Feedback
Feedbackkultur nach Ihren Wünschen schaffen
1:1s
Produktivere Meetings für alle ermöglichen
engagement & people analytics
Engagement
& Insights
Engagement Umfragen
Bedürfnisse verstehen und gezielt erfüllen
Meetup-Rituale
Beziehungen durch regelmäßige Meetings stärken

Plattform

|

Beratung

|

Integrationen
Referenzen
Vorlagen
JourneysFeedbackTrainingsbibliothek
Preise
HR Wissen
BlogCommunityVorlagen & PlaybooksReal-life HR Examples
Login
EN
EnglishDeutsch
LoginLogin
See it in action
Login
Settings and language
Sprache
EnglishDeutschLogin
Login
Kostenlos testenDemo vereinbaren

zavvy logo
Solutions
Preboarding and onboarding
Onboarding
& Preboarding
Preboarding
Close the gap between signing and start
Onboarding
Wow new hires without getting lost in busywork
Event Scheduling
Automatically manage your orientation events
Development & skills
Development
& Skills
Career Frameworks
Create role clarity with transparent career pathways
Growth Plans
Combine goals with measurable action
Skills Matrix
Understand everyone's strengths and opportunities
Training & Knowledge
Training
& Knowledge
Learning Management
Create and manage engaging courses
Training Library
Find the right resource for everyone
Power Skills
Find expert-led, high impact training programs
Performance and feedback
Performance
& Feedback
Performance Reviews
Measure performance without the bias and act
360° Feedback
Run any kind of feedback process
1:1s
Align people managers and reports through structure
engagement & people analytics
Engagement
& Insights
Engagement Surveys
Understand your people and engage with precision
Connection Programs
Strengthen relationships with regular meetups

Platform

|

Consultation

|

Integrations
Customers
Templates
JourneysFeedbackTraining Library
IntegrationsPricing
HR Insights
BlogCommunityTemplates & PlaybooksReal-life HR Examples
Login
EN
EnglishDeutsch
LoginLogin
See it in action
Login
Settings and language
Language
EnglishDeutschSign in
Login
Try for freeGet a demo
Navigation
Quicklinks
‍
  • 💪 What is employee engagement?
  • 🎬 What is an employee engagement action plan?
  • ❗️ Why should you create an employee engagement plan?
  • 📝 Employee engagement action plan template
  • 🔍 Employee engagement action plan examples
  • ✍️ How to write your engagement action plan
  • 📈 Best practices for employee engagement action plans
  • ➡️ Boost employee engagement with Zavvy

Employee Engagement Plan (How To + Free Template)

Zuletzt aktualisiert:
22.2.2023
Lesezeit:
10 minutes
Last updated:
February 22, 2023
Time to read:
10 minutes
Measuring engagement is one thing, following your insights with action is another. Learn how to create a rock-solid employee engagement action plan.

Employee engagement isn't some fairy dust, but it sure brings some magic and happiness to your organization.

So, are your employees engaged at work?

If you scratched your head and couldn't come up with a resounding "Yes!" it may be time to build or revise your employee engagement plan.

Engaging your employees is an important business strategy.

After all, engaged employees are highly invested in their jobs, care about the success of their teams, and happily contribute to a company's growth. 

According to Gallup, engaged employees are more productive, focused on their goals, overcome obstacles, and perform with excellence. Yet, surprisingly, only 40% of organizations have an employee engagement program.

A lot of companies run employee engagement surveys. They collect results.

And that's it.

But identifying your employee's challenges is only the first step. You'll also need to create a strategy to address them.

Your engagement action plan should address the feedback you collected from your surveys and follow up with a timeline to convert the actionable information into positive change.

Read on for a thorough guide and downloadable template you can customize to fit your organization's needs.

💪 What is employee engagement?

Employee engagement measures the level of dedication and enthusiasm an employee has towards achieving company success.

A truly engaged employee doesn't just go through the motions of work and count down the time to receive their paychecks.

Instead, they care about their jobs and focus on making a meaningful contribution to the organization they work for, thanks to the outstanding employee engagement experiences the company provides in return.

The people make up an organization and determine the organization's quality and its future. This is why many corporate leaders have come to realize that engaging employees goes beyond talent acquisition and recruitment.

Today's employees want to work with companies that understand and implement policies throughout the entire employee cycle.

"Employees who believe that management is concerned about them as a whole person – not just an employee – are more productive, more satisfied, more fulfilled.

Satisfied employees mean satisfied customers, which leads to profitability."
Anne Mulcahy, former CEO of Xerox.

Anne's insights are a great reminder that while employees spend most of their time at work, it is essential to see them beyond their working hours.

They are humans first, before becoming employees. 

Employees flourish when corporate leadership recognizes them as human and acknowledges all the influences in their lives. Not just what happens at work.

Lower employee engagement means: 

  • lower productivity
  • reduced team spirit and performance
  • increased workplace stress and burnout.

All of which can reduce a company's profit margin.

It's a downturn that stems from the inability to truly manage human capital, or more specifically, the inability to grasp employee engagement fully.

🎬 What is an employee engagement action plan?

A Zenefits research showed that 63.3% of companies found it easier to hire their employees than retain them.

While employee engagement is important, this statistic shows that achieving a high employee engagement rate is no easy feat.

This is where an employee engagement action plan enters the equation.

An employee engagement action plan comprehensively explains or outlines the strategies for keeping your employees fully engaged.

Remember, a survey alone doesnot create positive change.

An employee engagement plan identifies the major factors that influence employee engagement by uncovering employees' pain points and creating personalized initiatives to address them.

Depending on the employees' identified pain points, these initiatives can be quick and easy changes or long-term ones.

What should your engagement plan include?

Your employee engagement plan should provide an outline of the following:

  • 📏 Method(s) for measuring employee engagement – whether you'll use tools such as employee engagement surveys or variables such as productivity, turnover, and absenteeism.
  • 🥅 Specific goals for improving the metrics above.
  • 💰 Your budget for implementing employee engagement activities.
  • 📝 Clearly-defined actions for improving employee engagement.

Examples for goals and actions to include in your engagement action plan

  • increasing employee autonomy;
  • providing clear communication of company and team-wide goals;
  • getting to know and spending time with your employees;
  • trusting them to get their jobs done;
  • developing clear career progression plans and mentorship opportunities;
  • creating an inclusive environment that goes beyond basic DEI initiatives;
  • providing a transparent work environment;
  • creating a psychologically safe workplace for your employees to prosper;
  • offering learning and development opportunities;
  • fostering a sense of community and team building, etc.

❗️ Why should you create an employee engagement plan?

According to Gallup, simply measuring employees' satisfaction doesn't improve business outcomes.

Instead, approaching employee engagement as a business strategy yields better organic results. 

Why you should create an engagement plan

1. Enhanced customer satisfaction

According to Gallup's State of the American Workforce Report 2017, engaged employees are more likely to consistently show up to work and commit to providing the best customer experience.

This same report also emphasized that engaged teams have: 

  • 10% higher customer ratings;
  • 21% greater profitability;
  • 17% higher productivity;
  • 28% less shrinkage;
  • 70% fewer safety incidents; 
  • 41% less absenteeism.

2. Improved employee experience

"Talent branding is the fulfillment of a promise of the employee experience. It is informed with every interaction by employees in the organization, from pre-employment vetting to post-employment separations. It is the dialogue of that experience, owned by every past, present, or potential employee, and visible everywhere." Jody Ordioni (The Talent Brand).

Employees are a business's first customers. Therefore, an organization needs to treat its employees well and make them feel valued, as would be done to customers.

When this doesn't happen, The Engagement Institute reports that disengaged employees cost organizations an estimated $450 billion to $550 billion every year in the United States. The report also noted that about 95% of workers claimed to know when they're becoming disengaged. 

Therefore, now more than ever, organizations must provide and maintain a positive employee experience to increase employee retention rate and lower turnover, enhance employee motivation and happiness, and ultimately increase the company's revenue.

3. Improved employer brand ratings

86% of employees and job seekers research company reviews and ratings to decide where to apply for a job. 

68% of Millennials, 54% of Gen-Xers, and 48% of Baby Boomers acknowledged visiting a potential employer's social media channels specifically to assess their employer brand.

Improve employer brand through engagement

These statistics show that positive employer branding can make you stand out from the sea of competitors.

It is why companies like HubSpot, Google, and Salesforce "do not pick talents, as talents pick them." 

Creating a unique employee engagement plan is the first step toward building a strong employer brand and enjoying benefits such as attracting top talents, streamlining the hiring process, and reducing recruitment costs.  

4. A rewards and recognition culture

Your employee engagement plan contributes to strengthening relationships with employees by publicly recognizing them for their contributions to the company's success.

An Achievers Solutions Inc. Engagement and Retention report showed that approximately 92% of employees claimed to repeat specific tasks in the future when they're recognized for it.

Recognition makes employees feel valued and motivates them to give their all.

➡️ Are you short of employee recognition ideas? Check out our 42 meaningful employee recognition ideas to boost engagement.

📝 Employee engagement action plan template

Employee engagement action plan template powerpoint

Keeping employees engaged means making them feel valued as a member of the company and as part of a community. The more your employees feel engaged, the more they will go the extra mile in their jobs.

➡️ Take the shortcut and build your own engagement action plan with our template.

🔍 Employee engagement action plan examples

We created 3 distinctive employee action plan examples addressing 3 engagement challenges.

  • Employees do not feel they have opportunities to participate in decisions that affect their work.
Employee engagement plan example 1
  • Employees do not understand how their individual contributions impact their department's success.
Employee engagement plan example 2
  • Employees do not feel that recognition is fair or consistent.
Employee engagement plan example 3

✍️ How to write your engagement action plan

1. Identify your organization's employee value proposition (EVP)

Why should you identify your company's employer value proposition?

The war for talent is increasingly fierce, and today's candidates won't settle for less. Identifying your EVP helps sharpen your company's identity and culture, bolster your employer brand ratings, and improve your recruitment process.

Your EVP should strike the perfect balance between attractive and realistic to attract top talents. 

Tip #1: While buzzwords might sound pleasing to your ears, today's candidates want simple and easy-to-understand words that clearly communicate what you want from them (via job ads) and what they stand to gain in return.

Your EVP should contain:

  • What the competition is already offering.
  • What your organization can offer.
  • The experience a new hire should and will encounter on their first day of work.
Tip #2: Since engaged employees are known to feel closely connected to an organization's values, mission, vision, etc., it only makes sense to create an EVP that your employees can passionately explain even in their sleep.

2. Find out what works and what doesn't

"If you define the problem correctly, you almost have the solution."
- Steve Jobs

Constructing a house doesn't begin from the roof — you start by building the foundation at the bottom.

The same principle applies to writing your employee engagement plan: You use pulse surveys to ask employees about the company's weaknesses, strengths, and areas of improvement.

employee pulse survey template

‍
Armed with this feedback, analyze the data to determine what drives employee engagement (or lack thereof) and what can be done to boost employee engagement.

A good rule of thumb is to consider the following variables as they're known to influence employee engagement rates highly:

  • Parental leave policy;
  • Work flexibility;
  • Learning and growth opportunities;
  • Preboarding and onboarding experiences;
  • Promotion formula(s);
  • Communication methods and practices;
  • Meaningful and challenging work;
  • Employee enablement;
  • Type and frequency of employee rewards and recognition;
  • Positive culture and supportive work environment;
  • Psychological safety at work.

Tips:

  1. Focus on honest employee feedback rather than on the scores.
  2. Identify recurring themes or trends and coordinate with managers to discuss the findings with their teams.
  3. Remember that the goal of the employee engagement surveys is to help the company improve employee engagement and not make the organization feel or look good.

3. Decide on the changes you want to implement

Review the data and identify the areas of improvement.

Arrange the solutions according to the order of importance and identify two to three focus points.

Consider the following:

  • What themes or trends from the survey have the biggest impact on employee engagement?
  • What areas had the lowest scores?
  • What areas can you quickly allocate existing resources to fix?
  • What areas would you be able to improve with just a few changes?

4. Identify solutions

You've identified your employees' pain points and recognized areas of improvement.

Now is the time to breathe life into them. Alongside your team, discuss the feedback from the data and build focus groups for each of the themes identified.

Brainstorm ways to improve each focus area by creating a list of as many ideas as possible, and then prune it down to the ones your team prefers.

🎯 Employee engagement action items examples

For example: 

  • Are people unhappy with remote situations? → Launch a coffee roulette.
  • Are your employees unhappy with career opportunities? → Set up a career pathway framework.
  • Do people lack structure and or excitement? → Improve preboarding and onboarding process.
  • Low motivation? → Check out these tips for improving employee motivation.
  • Are employees tired of the rigid learning schedules? → Customize a one-size-fits-one L&D schedule that allows them to choose when and how to learn. Plus, ensure your employees can learn in the flow of work.
  • Are employees dobtful that the last employee engagement survey led to positive results? Over-communicate the changes that have occurred from the last survey. Use during organizational meetings, newsletters, staff meetings, and on the organization’s knowledge base to share key results. And as a bonus tip, make sure thatyour engagement report is accessible to employees at all times.

📈 5 Best practices for your employee engagement plan

1. Communicate your employee engagement plan

The success of your employee engagement plan largely depends on how well all of your employees understand it. 

This is your chance to make them feel heard.

Imagine the irony of an unclear plan alienating colleagues and ultimately even lowering engagement.

The following components should be part of your transparent communication:

  • What were the survey results?
  • What is the plan, and what does the organization hope to gain from it?
  • How can it convey the organization's employer value proposition (EVP)? How does this fit into the bigger picture?
  • What will be the metrics for success? Net promoter score (eNPS), customer satisfaction and engagement, employee retention rate, employee turnover rate, productivity?

2. Identify SMART goals

S.M.A.R.T. goals help concretize your goals and be more accountable in the long run.

Zig Ziglar, American author, salesman, and motivational speaker, once said, "A goal properly set is halfway reached."

And if your goals aren't SMART, well, they're superficial.

Think of goal setting as a compass that guides your company to achieve its goals and steers it in the right direction, should it (want to) veer off the course. 

Keep in mind that the goals you set must be: 

  • Specific
  • Measurable
  • Achievable
  • Realistic
  • Timely 

In other words, SMART.

Smart goals for employee engagement
➡️ Are you having a hard time setting SMART goals? Zavvy has you covered. Our learning science experts have created a ready-to-use training journey.
"Setting Smart Goals" Training template on Zavvy
"Setting Smart Goals" Training template on Zavvy

3. Identify action areas

Without identifying areas to measure and improve upon, it's almost impossible to create a great employee engagement plan, much less implement strategic employee engagement-related programs. 

Rather than focusing on all facets of employee engagement, identify the critical variables of employee engagement (in your company).

Tip #1: We recommend to keep in mind 3 guiding principles when action planning for engagement: make sure you understand your data, involve staff for fully understanding any underlying issues, start small.

Tip #2:
It would be unrealistic to believe that you can fix all your employees' issues in one go. Look out for the most pressing issues, those that would make the biggest difference for the employee experience.

Tip #3:
Consider which action items you could easily and quickly implement with existing resources. Resource planning can either make or break a good employee engagement plan.

4. Put action plans in place

Once your goals are in place, preparing your action plan is the next step.

You'll want to allocate resources and define your KPIs to measure progress at this stage. Remember that your action plan's success rests on the buy-in of your employees' direct supervisors.

Employee engagement rates are known to increase when managers fully understand the role and purpose of your employee engagement plan.

It enables them to effectively distribute positive results across all departments and even propose future initiatives that can be incorporated.

5. Ensure continuity

A good employee engagement action plan should also contain strategies for sustaining engagement rates within the company as it continues to scale. Strategies for ensuring sustainable development include:

  • Involving both company leadership and employees to meet midway and achieve better collaboration.
  • Building a long-term employee engagement plan that goes beyond using only surveys.
  • Consistently measuring and optimizing until you reach the desired numbers.
  • Aligning your employee engagement plan with the business goals to ensure overall consistency.
  • Sharing regular updates on progress. Your goal is to ensure that your people know their feedback counts, and that youare taking steps to address their challenges.
Tip: The results of an effective employee engagement plan don't come in after a day. It takes commitment and consistency to achieve remarkable results.

➡️ Boost employee engagement with Zavvy

No one likes employee disengagement or dissatisfaction. It's bad for business.

And while achieving 100% employee engagement in an organization seems impossible, it actually isn't — if you're ready to put in the work and listen to your employees.

Employee enablement is our approach to following survey results with actual measures.

At Zavvy, we know how important it is for your company and teams to focus on developing your people.

That's why we created an enablement solution where you can easily run engagement surveys, analyze the data, communicate the results, and create action plans for continuous improvement, all in one convenient location.

  • Identify where you stand with your people with regular engagement surveys.
  • Identify your employee's pain points with our advanced people analytics.
  • Take relevant actions beyond measuring results: employee development plans, training for managers, recurring check-ins and so many more.
Are you ready to improve employee engagement and enable your employees to be the best version of themselves? 

See with your own eyes how Zavvy can help in a free 30 minutes demo.
People Enablement Process
Employee onboarding software bannerLearning management system EN360 Grad Feedback BannerEnablement ENEnablement ENPeople development software
Mitarbeiter Onboarding Software Zavvy Bannerlearning management system 
Mitarbeiter Enablement Software
Enablement ENTalent Management Software
Alexander Heinle
Alexander Heinle

Alex is a marketer at Zavvy. On this blog, he mainly shares insights gained from discussions with selected experts and from helping our customers set up and improve their onboarding or learning programs.

Linkedin LogoMedium Logo

Read next

Als Nächstes lesen

How Avi Medical trains their staff in the flow of work with scenario-based, blended, and micro learning
Creating a training routine for leaders at Freeletics
How Y-Combinator-Backed Awesomic Gets Their Top-Notch Designers Up To Speed
How DataGuard Runs Hybrid Onboarding and Internal Communication via Zavvy

Eine neue Trainingsroutine für die Führungskräfte bei Freeletics

Onboarding bei Storyblok - So schafft das People Team großartige Erfahrungen, während das Unternehmen von 33 auf 139 Mitarbeitende wächst.

Storyblok spart jede Woche 15 Stunden und hebt Remote-Onboarding auf die nächste Stufe.

Wie neue Mitarbeitende bei Alasco schneller und effektiver eingebunden werden. Case Study lesen.

Wie Alasco die Zeit bis zur Produktivität mit einem strukturierten, unterhaltsamen Onboarding halbiert hat.

A Complete Guide to 360 Evaluation Tools: Finding the Best One for You
11 minutes
Employee Peer Review: How to Boost Morale and Productivity With This Ultimate Guide
16 minutes
7 Best Practices for Your Company’s Performance Review Calibration
10 minutes
Nie wieder schlechte Mitarbeiterleistung: Lernen Sie, wie man sie effektiv diagnostiziert und angeht
9 Minuten
Anonymes Mitarbeiter-Feedback: 5 Argumente dafür und 5 dagegen (mit Unternehmensbeispielen)
12 Minuten
Best Practices zur (360-Grad)-Leistungsbewertung - So holen Sie mehr raus
12 Minuten
How to Conduct a Skills Gap Analysis: Steps, Best Practices, and a Template
13 minutes
6 Expert Ways to Integrate Performance Management and Talent Management
13 minutes
19 Incredible Benefits of Coaching in the Workplace
10 minutes
Anforderungsprofile: Mit der richtigen Rollenbeschreibung zu mehr Rollenklarheit und cleverer Personalentwicklung
14 Minuten
Leistungsziele vs. Entwicklungsziele: Unterschiede und wie man sie richtig nutzt
12 Minuten
Training vs. Entwicklung: Die zwei Seiten des nachhaltigen Mitarbeiterwachstums
7 Minuten
Top Leadership Books and Resources Recommended by Acting CEOs and Founders
11 minutes
How Do You Communicate Employee Engagement Report Results Effectively? (With Examples)
10 minutes
10 HR People Strategy Examples from Leading Corporate Employers
15 minutes
6 Best Practices zur HR-Automatisierung für moderne People Ops
8 Minuten
Wie Sie Ihre nächste Präsentation zur Personalstrategie meistern: Ein Leitfaden für HR-Führungskräfte (+ Vorlage)
9 Minuten
Vertrauen am Arbeitsplatz schaffen: 17 Wege, wie Sie heute beginnen können
12 Minuten
12 Top-HR-Tools für Kleinunternehmen
7 Minuten
47 Wege zur Steigerung des Engagements im Homeoffice (mit Beispielen und Tipps)
13 Minuten
Welches innovative Arbeitszeitmodell passt zu mir?
5 Minuten
15 Hybrid and Remote Work Trends You Cannot Afford to Ignore
12 minutes
How to Be a Great Remote Leader: Overcome Challenges and Inspire Your Team
11 minutes
33 Hybrid And Remote Work Statistics That Explain The Future Of Work
10 minutes
Company
AboutImprintContactPrivacyGDPR & SecurityJobsUser loginLinkedIn icon
Linkedin
Product
OnboardingPreboardingDevelopmentCareer PathwaysFeedbackTrainingPerformanceOnboarding WorkflowsSkills MatrixAnonymous Feedback
Resources
Case StudiesBlogDownloads11 Onboarding TemplatesLeadership Competency ModelCompetency Matrix TemplatePress
The latest insights & best practices on L&D and employee experience - delivered right to your inbox.
One more step - We have sent you an email!
Please confirm your address by clicking the link in there.
Oops! Something went wrong while submitting the form.
Sign up for our newsletter
Unternehmen
ImpressumKontaktPrivatssphäre
Ressourcen
Case StudiesBlog
Folgen Sie uns
LinkedIn icon
Linkedin
Erhalten Sie die neuesten Insights und Best Practices zu Personalentwicklung direkt in Ihr Postfach.
One more step - We have sent you an email!
Please confirm your address by clicking the link in there.
Oops! Something went wrong while submitting the form.
Zum Newsletter anmelden