Your Guide to building an

Employee Engagement Action

Plan.
Introduction 01

What is Employee Engagement ?

Employee engagement is a human resource concept that describes the
level of commitment, enthusiasm and dedication employees feel
towards the company they work for.

Engaged employees are committed to the goals and values of the

company they work for. They become self-motivated and engrossed to
the growth of the company.

Engaged employees care about their work and about the performance
of the company. They feel that their efforts make a difference and are
well appreciated by the company.

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What is Employee Engagement ?

There are 3 key

ways Employee
Engagement can
have a positive
effect on your
employees.

Enjoyment: Employees tend to receive more pleasure and satisfaction

from jobs or roles that match both their interests and their skills.

Belief: When employees feel they are making meaningful contributions

to their organizations, they become more engaged and committed to
their jobs.

Value: When employees are recognized and rewarded for their

contributions, they feel valuable and are motivated to produce even
more value.

This can be achieved through varied means, some of which are:

competitive compensation packages, a nice vacation trip, a voucher
from their favorite stores or just a nice word of encouragement from
their manager.

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Benefits 02

Benefits of having Engaged Employees

Their are a lot of factors to consider when talking about employee
engagement; it goes beyond just how happy your employees feel at
work, to how connected they are with their colleagues.

While the general benefits of employee engagement to your staff has

been established; such as enjoyment, belief and value. It is equally
important to highlight how a company can benefit from having engaged
employees.

Put simply, the employees become advocates for their company, have
self-motivation and a strong sense of proactiveness towards the growth
of the company.

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Benefits of having Engaged Employees

Some key benefits of having engaged

employees are:
Better team collaboration and
performance
Increased productivity
High employee retention
Lower absenteeism from work
Strong employee loyalty
Increase in company profitability
and revenue

Better team collaboration and performance

When your employees are engaged there is better trust, understanding
and communication among team members. Which will eventually lead to
better collaboration and productivity. This is because when an
employee is engaged it becomes contagious among other team
members; good individual performance leads to better team
performance.

Increased productivity
Employees who are fully engaged and committed to their work and
company put in their best and make sure to deliver the best quality of
work. When employees are engaged with their job and company they
become more productive because they are fully motivated beyond
personal factors. This enables them to work more efficiently and have
the success of the organization in mind.

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Benefits of having Engaged Employees

High employee retention

Employee retention is the ability of your company to retain existing
employees. When your employees are engaged they are more likely to
stay with your organization which will reduce overall turnover. This
loyalty is due to the strong bond they feel towards the mission and
values of your organization.

Lower absenteeism from work

When employees are disengaged they are more likely to miss days, and
less likely to be fully present when they arrive at work. Making the
mental and physical health of your employees a priority, having a good
work/life balance and good recognition and appreciation strategy will
keep your employees engaged. Thereby reducing absenteeism from
work.

Strong employee loyalty

When your employees are engaged, they become attached to your
company and are less likely to look for a greener grass elsewhere. A
loyal employee will sacrifice their own time and interest to put more
energy into the organization.

Increase in company profitability and revenue

When your employees are engaged they put in their very best and are
very invested to the growth of your company. Latest researches show
that highly engaged organizations have 21% higher profitability.
Companies with better levels of employee engagement
vastly outperform competitors in every area.

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Measure 03

Can you measure Employee Engagement ?

Yes! you can measure Employee Engagement; and there are a number of
methods to achieve this. Surveys are the most common; but today,
measuring employee engagement has gone beyond that. There are 7
key KPIs you can use to measure the success and progress of your
employee engagement strategy.

Employee NPS
You can use this to measure the satisfaction and loyalty of your
employees by asking them questions like "How likely is it that you would
recommend working at our company to a friend or colleague?”

And scale them between 0-10, where 0-6 can be categorized as a

Detractor, 7-8 considered Passive and 9-10 as Promoters.

promoter - detractor
Employee NPS =
total respondents

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Can you measure Employee Engagement ?

Turnover Rate
When your employees are engaged,
they tend to stay longer at your
company. Measuring the turnover
rate will let you know your companies
ability to retain top talents.
Turnover rates can differ from one
department to another. Paying
attention to this can help you
identify focus points and key issues
across all departments.

total number employees that left

Turnover Rate = X 100
total number employees at the
beginning of the period

No of Successful hires after probation period

This helps you to know the number of employees who make it after
probation, thereby indicating how good your onboarding process is for
new hires.

If there is a large amount of new hires who leave after 3 - 6 months it

can mean two things; either they are not the right fit for the job or that
your company failed to onboard them well and make them feel
welcome, engaged and appreciated by the team.

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Can you measure Employee Engagement ?

Promotion Rate
Employees that see room for
professional growth at the company
they work for are more engaged
and committed to making a
difference at work. The opportunity
for professional growth is one of
the major driving forces to increase
Employee Engagement. Having
internal promotions helps highlight
your company's ability to retain top
talents.

total number of promoted employees

Internal Promotion Rate = X 100
total number of employees

Online Company Reviews and Ratings

Now there are many online websites like Indeed and Glassdoor that
allow employees leave reviews about the companies they work for. This
helps potential job candidates have a little understanding on what to
expect and the work/life culture at the company. Ratings could range
from 1 to 10, which can help you as an HR professional get insights into
the opinions of current and previous employees. You can also do an
internal campaign to encourage current employees to leave honest
reviews on these platforms to attract top talents.

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Can you measure Employee Engagement ?

Active Social Media Ambassadors

If your employees are not engaged
at work getting them to promote
corporate news willingly will be
very difficult. Having your
employees as ambassadors helps to
increase brand awareness and drive
sales at your company. The best
way to make your employees
ambassadors is to make sure they
are well engaged and happy at
work.

Absenteeism
Absenteeism is closely linked to how satisfied and engaged your
employees are. When an employee doesn't show up to work
consistently, It becomes an issue for both the employer and the rest of
the employees. Once someone begins showing absenteeism the whole
team suffers and it starts having negative impact on the quality of work
and collaboration among them. Having a high rate of absenteeism is
tied to low motivation and productivity at work.

total number of absent days per employee

Absenteeism Rate = X 100
total number of working days

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Strategy 04

When coming up with your Employee Engagement strategy you need to

set out what you aim to achieve, this will help guide you in making sure
that you build the right strategy for your company.

Some possible outcomes you could possibly consider when coming up

with your strategy are:

Improved productivity
Improved financial performance
Higher levels of customer service and advocacy
Increased innovation
Increased staff retention and reduced recruitment costs
Improved morale and wellbeing
Improved Health & Safety performance

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Engagement strategies and initiatives - Action plan Template

Engagement strategies and initiatives Action

plan Template
Below are template samples you can use to design your Employee
Engagement strategy with a few initiatives you could use at your
company.

Template 01

Template 02

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Engagement strategies and initiatives - Action plan Template

Employee Engagement Intiatives

Employee Fringe Benefits

Employee Wellbeing
Reward and Recognition
Internal Communications
Pulse Survey

Employee Fringe Benefits

To initiate Employee Benefits HR Managers should;
Implement: New and unique employee benefits like financial wellness
programs, wellness programs, educational programs, employee
discounts and entertainment programs.
Provide: The necessary support, tools and resources needed to onboard
employees to successfully utilize the benefits provided.

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Engagement strategies and initiatives - Action plan Template

Employee Wellbeing
To improve Employee Wellbeing HR Managers should;
Educate: Employees on the importance of pursuing a healthy and active
lifestyle.
Implement: Wellness programmes, training or weekly exercises to
reflect your commitment to a better mental and physical wellbeing.
Lead: By example by participating in mindfulness activities and
communicating the benefits and importance.

Reward and Recognition

To reward and recognize employees HR Managers should;
Acknowledge: Top performance, specific goal attainment, positive
attitudes and involvement, work anniversaries and milestones, general
dedication and good work ethic.
Recognize: Work that leads to milestones and accomplishments.
Showcase: Your appreciation for effort, even if it does not result in an
accomplishment.

Internal Communications
To promote good internal communications HR Managers should;
Make: Your company's mission and vision clear to your employees.
Encourage: Your employees to share their thoughts and opinions and
support healthy interactions and communications among them.
Organize: In-person or online meetings every few weeks to discuss
projects, personal issues, or the organization as a whole.

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Engagement strategies and initiatives - Action plan Template

Pulse Survey
To make data driven decisions with pulse surveys HR managers should;
Listen: To the feedback and results from the survey and make sure
employees are allowed to freely express themselves.
Implement: Feedback from the survey and make sure the voices and
pain points of your employees are heard and acted upon.

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Conclusion 03
When your employees are
engaged, it leads to
higher service, quality,
and productivity. This
leads to higher customer
satisfaction, increased
sales and higher
levels of profit.

What is Workfam ?
Workfam provides HR solutions and consultancy services that support
companies with their mission to create a happy, healthy, and highly
engaged workforce. Workfam's enterprise SaaS solution offers
employee benefits, corporate wellness, internal communications,
reward and recognition, and pulse surveys. Our holistic employee
engagement platform encourages and enables companies to focus on
their most important asset: their people.

Let us help you actualize your Employee

Engagement Plan
Contact Us

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Thank
You!