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October 17th, 2022 · 6 min read

Unlock workforce potential with an employee engagement action plan

blog header graphic for employee engagement action plan article

What is an employee engagement action plan?

  • Have a clear project roadmap with measurable objectives to help you monitor progress.
  • Take a data-driven approach that makes use of a variety of data sources to identify and track critical employee engagement metrics. This can include things such as eNPS scores, survey results and qualitative feedback.
  • Have clearly defined roles and expectations for all stakeholders, including team members, leadership and the employees themselves. 

Benefits of an employee engagement action plan

  • Generation of measurable and actionable activities and results that provide you with critical insight into both current employee engagement as well as the ongoing efficacy of your initiatives.
  • Ability to clearly share expectations with C-suite leaders by demonstrating how your action plan will impact other aspects of the wider organization. 
  • Greater transparency into what impact your action plan is driving and what implications this bears for your employee base.

How to expand and improve an employee engagement action plan

Double down on the findings from your existing quantitative and qualitative data

Be clear with your action plan objectives

  • What is the objective of your action plan? Be specific.
  • What is the projected business impact? What is the projected personnel impact? 
  • Why is this action plan necessary?

Develop checkpoints and milestones

  • Who is responsible for what in executing the various aspects of your plan
  • Which metrics you’re going to track
  • What technology you will use
  • When you expect to deliver your final report with recommendations and proactive alternatives if you run into blockers

Leverage polls and surveys to gauge action plan effectiveness

Employee engagement action plan examples

  • Access to better training and education opportunities: Lack of growth opportunities is a major reason why people leave their employers. If you notice a dip in overall engagement, it may be time to revisit your L&D strategy to determine if employees are aware of available opportunities and are actually engaging in them.

    You may have all of the right training and education programs in place, but if your employees aren’t able to access them or don’t know they exist, it can lead to low morale and general disengagement. Taking the time to re-evaluate your L&D programs and ensure that learning is accessible to all can integrate easily into an employee engagement action plan and provide long-lasting benefits to your greater people strategy.

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  • Technology to support a modern workforce: Whether your organization is fully remote, all in-person, or somewhere in between, it’s critical that you have the right technology to foster togetherness and help employees do their jobs more efficiently. It can be easy for employees to become disengaged without a clear sense of connection to their colleagues. This can be further exacerbated by frustrating technology that’s outdated or new tech that they never received proper training for. The work that comes with digital transformation is a big undertaking, but it’s well worth the time and resources if it’s going to help your team members connect and be more productive. 
  • Clear, comprehensive career-pathing: The feeling of being stuck in a job with no opportunity for growth and advancement is one of the primary instigators of employee disengagement. You may already have gone through the process of career pathing, but it could be time to re-evaluate if these career paths are actually being used the way they were intended.

    For instance, do employees know career paths exist? Do managers feel comfortable speaking to direct reports about them? By asking and securing answers to these questions, you may find that one point on your action plan may be to re-train managers on how to speak to their direct reports about career advancement and career pathing.

The real impact of employee engagement

You can address talent development challenges