Employee Engagement Plan: Ways to Implement it in 2024

Introduction:

The significance of an effective employee engagement plan is on the rise with the BANI world’s emergence in corporate settings. The world of work is more brittle, anxious, and literally incomprehensible.

Every day there is a new demand, trend, and expectation from both sides. Coming onto the same page seems like winning a battle, office premises being the battleground. 

However, one such way to form harmonious relationships is through employee engagement initiatives. Dive deeper into this post and get ahead of your competition. Know what wins your employee’s heart. 

Exceed their expectations and deliver them experiences that mean, matter, and propose a purpose in the long run for them to connect and coordinate, even in remote working environments. 

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10 Ways to Implement Your Employee Engagement Plan in 2024

Measure Employee Emotions:

Find a baseline to start with, like getting a sense of your current engagement levels at the company. 

One way is through the Happiness Meter which we provide with our HRMS, synching it with the virtual biometric system. This meter captures all the current moods and emotions when the employee punches in or punches out. 

It asks for them to punch in or out with an emoji. This creates a database at the backend for the HR and the reporting manager to capture their emotions over a period. 

Map Employee Expectations:

Another way to boost engagement in the future is to first create a baseline of employee expectations.  

Do it by running surveys and polls on an intranet to gather data directly from each employee. It will provide you with the areas of improvement. Set a benchmark starting to implement the right efforts in the future.

Collect Suggestions:

Open or create a suggestion box with your uKnowva HRMS instance. 

Let employees add their suggestions whenever deemed fit as per their experience and proof of evidence of any suffering or grievance they face that needs to be catered to immediately. 

After reviewing the congregated data, communicate the estimates and ideas with the employees before strategising the action plans. The success of an employee engagement plan depends on how well employees understand it.

That is because such initiatives build a favourable organisational culture for your teams. Once they grow fond of it, they will connect, coordinate, and collaborate often. 

Coaching Leadership:

An organisation’s leadership team and managers have a huge impact on employee engagement. When the leaders are engaged, they can significantly keep their employees engaged as well.

Successful leaders are capable of:

• Setting clear goals through mobile-enabled PMS
• Staying organised with timesheet and project management 
• Swiftly adapting to changing circumstances by growing a learning mindset with eLMS

Personalised coaching through an electronic learning management system provides leaders with a space for identifying and managing difficult emotions at the workplace. 

Recognising these emotions enables leaders to withstand the demands of their roles without compromising their mental health or well-being.

Prioritise Employee’s Wellness:

Often overlooked, employee wellness is a powerful yet the simplest factor to work upon in employee engagement, which includes both physical and mental wellness. From rest to nutrition to stability of an employee are the things that need to be looked after before thinking about higher level needs.

Focus On Feedback:

You simply cannot have engagement without feedback. The best way to make the feedback process seamless is to invest in a social intranet. A social intranet can  greatly help to improve employee engagement as it consists of the following features:

• Direct messaging feature with file-sharing support for quick interactions 
• Groups and Communities where employees can engage with each other
• Employee Directory for easy communication and networking
• Polls & surveys to get opinions from others
• Events and Calendar to schedule meets, events and deadlines, and view birthdays/work anniversaries
• Has integration with business tools
• Allows you to post content, such as written, photos, videos, etc.
• Mobile accessibility that allows flexibility to connect with others on the go

Companies can get the benefits of such a social intranet with the usage of an HRMS software, like uKnowva HRMS, which covers all of the above-mentioned features and even more.

Professional Development and Recognition:

Employees focused on positive growth opportunities in their workplace tend to become loyal contributors to the organisation, increasing the retention rate. This can further help attract prospective talents. 

Employees can be provided with training programs/workshops, cross-training within the organisation, external educational stipends, online learning resources, etc.

Work on building career development programs tailored to each professional’s career goals with personalised mentorship, network-building support, project management training, and other needed programs and workshops. 

Leverage an eLMS for smooth tracking, managing and rendering of training programs. 

If you take care of your employees’ learning needs through electronic and paperless means, they’ll help the organisation meet its goals.

Recognising employees’ contributions is crucial as well. Acknowledgement from peers and leaders can enhance employees’ professional reputation and credibility in their work. 

A very efficient way to bring recognition into immediate effect is by using an HRMS platform where employees, along with their managers and leaders, can praise each other on their accomplishments, and based on their performances, employees can be put up with entitlements, like ‘Star Of The Month’, which further will increase engagement.

Default to Transparency:

Apart from building just trust and stability, transparency in the workplace helps leaders and managers better assess the dynamics of the working professionals in order to take substantial actions for building an appropriate employee engagement plan.

Look for opportunities to make your organisation more transparent. Consider defaulting to transparency in every possible area.

Start by discussing important company metrics at organisation-wide meetings. Always ask for opinions, ideas, questions, etc. This will make employees be at the leading end in contribution.

Build Purpose:

Examine the company's mission and values thoroughly. Implement them actively, aiming for your team to embody them daily. Ensure your employees understand the organisation's principles and assess whether they resonate with their own values.

Conclusion:

The post above concludes 10 employee engagement plan strategies to implement with a smart engagement platform like ours. 

Implement uKnowva’s social intranet today with the integrated and interactive features discussed above. Make the learning, collaboration, and growth mindset a mandate in your organisation with a unified and mobile-enabled tool like ours. 

Reach our experts for implementing this plan right away whether you’re a startup, growing firm, or a sustainable business unit. 

Contact us here to know more.

FAQs:

• What is an Employee Engagement Plan?

An employee engagement plan is a strategic approach aimed at fostering a positive and productive work environment by focusing on the needs and satisfaction of employees.

• What are the potential challenges in implementing an Employee Engagement Plan?

Challenges may include resistance to change, lack of resources or budget constraints, communication barriers, and maintaining consistency across diverse teams or locations.

• How can we ensure long-term sustainability of Employee Engagement initiatives?

To ensure long-term sustainability, it's essential to regularly assess and adapt strategies based on feedback, invest in ongoing training and development, prioritise employee well-being, and foster a culture of continuous improvement and accountability.