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Employee Engagement Template

 

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Top business organizations understand that employee engagement techniques will help improve performance and get higher profits. Recent studies demonstrated that only 29% of employees are fully engaged. The rest employees are not engaged, or they are disengaged (54% of employees are not engaged and 17 % are disengaged). This situation is challenging. The checklist will help managers turn disengaged and unengaged employees into engaged ones.


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EmployeeEngagementTemplate.zip 6,5 Kb


Order 750 checklists in MS Word and PDF printable format at $49.99 USD only. BUY NOW! 

1. Considering six key drivers for better results.

  • Trust and integrity: as manager, you should take care of communication between employees in your company.
  • A link between employee performance and company performance: activities in your company ensure that employees clearly understand how their work contributes to the company's performance.
  • Career growth opportunities: you need to develop a model that guarantees future opportunities for growth. For this purpose, you should create metrics that allow your employees to know what they are expected to do in order to get job promotion.
  • Co-workers/team members:  when employees work as a team, you can significantly influence level of their engagement and avoid many problems.
  • Employee training and development: your company needs to make efforts to develop and train skills of employees.
  • Relationship with officers (managers): your model becomes successful if each employee in your company values relationship with his/her manager.

2. Develop action plans at different levels.

  • Action planning for employee engagement should be carried out both at corporate level of your company and at local (team) level.
  • Focus on possible areas for action at both levels to understand links between them. The understanding will let you carefully consider possible examples and develop balanced solutions.
  • Prioritize steps in the central (corporate) action plan, but don't try to fix everything at once. The 'rule of three priorities' is usually the best choice: by focusing on three key priorities, you are more likely to achieve success.
  • Accept that employee engagement may not be improved immediately; you may need to run large-scale organization development projects.
  • Agree who is responsible for ensuring that the central action plan for employee engagement is coordinated and delivered.
  • Commit managers to engaging in local action planning with their teams.
  • Coordinate local action planning centrally, so you can allocate resources appropriately, be ware of current situation, and avoid duplication of efforts.

3. Support, implementation and monitoring of action plans.

  • Make sure that managers work as a single team at all levels, so that you can consider them as a group.
  • Equip and support managers at all levels. Conduct one-to-one support sessions with managers to help them settle issues within areas of central/local action planning.
  • Provide managers with easy action planning templates. This will help you avoid duplication of efforts.
  • Monitor both central and local action plans and provide support if action planning seems to be slipping.
  • Monitor ...


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