How to create action plan to improve employee engagement

How to create action plan to improve employee engagement

Engaged Employees

Start working to improve in 5 easy steps

1. Listen

Go through the qualitative feedback to understand why they would or wouldn’t recommend your company. Try and understand the root cause of the reasons stated. What drives employee engagement and employer advocacy at your company.

TIP: Go through HappyOffice qualitative feedback for your team/company to understand more about why your employees wouldn’t actively promote the company.



Once you understand the key drivers of employee engagement, you need to design changes in your engagement strategy leveraging this new information. Look at the priority sections for the company/team to figure out the set of short-term and long-term interventions which will alleviate employees’ pain points and help improve engagement, loyalty and advocacy.

3. Communicate

Nothing is worse than receiving feedback and not communicating the action plan. Employees need to be assured that leaders and managers in the organization are keen to act on their feedback. One method is to bucket feedback/ideas into these 3 lists :

a. Can be done immediately -These interventions/actions are low hanging fruits which can be implemented immediately without a long approval process. Examples could be celebrations of key festivals to build an inclusive culture, holding AMAs with senior management to improve understanding of vision of the company among employees etc.

b. Can be done in sometime – These interventions are important to employees but might involve a longer approval process, co-ordination with external parties or greater stakeholder management. Examples could be implementing policies around work flexibility to improve work-life balance, reviewing the current performance management system to make sure high-performers feel rewarded etc.

c. Cannot be done – Action on certain feedback cannot be taken because of compliance issues, ethics, company regulations, current budgetary constraints or current business strategy etc.

These categories and the reasons for bucketing feedback should be clearly communicated to employees through either town halls or team meetings or over email etc. This ensures that employees understand that their feedback was considered valuable and the reasons behind leaderships ability or inability to implement changes.

4. Act

Implement interventions based on this new engagement design. Acting on the feedback is the most important step, because this gives the signal to the employees that both they and their feedback are valued in the company. This creates the right incentive for them to give honest feedback the next time as they feel a part of the movement to create a better workplace where they can deliver their best.

5. Review and Repeat

Once you have rolled out a set of interventions it is important relook at your engagement to see how well they are being received by the employees. Continue the process by the working on the next set of priorities and repeat the process to improve employee engagement and loyalty.

Tip: HappyOffice displays historical engagement through an interactive chart. Use this powerful tool to monitor engagement of the whole company, different departments, high performers, women employees and much more.

Engagement Score

Chinmay is on a mission to bring out the best in everyone at work.He currently heads Sales and Marketing at HappyOffice.


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