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Employee Engagement Action Plan: 6 Instructive Ways to Implement It

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Employee engagement is not just a buzzword; it’s a strategic need that organizations must have. It has become a critical driver of success and the backbone of any successful company. But achieving it is a time-consuming task that requires patience and persistence. And to aid your efforts, developing an effective employee engagement action plan is a necessary step.

A well-crafted plan will help organizations enhance workplace culture, improve retention rates, and create a motivated workforce.

But what goes into developing a plan like that?

Let’s delve in and learn more about it!

What is an Employee Engagement Action Plan?


An employee engagement action plan is a powerful approach to attaining a work culture that is focused on empowering and engaging employees. Organizations can drive innovation, attract and retain top talent, and achieve better business results with a proper plan. It further helps you in-

  • Identifying and determining key engagement drivers.

  • Create a workplace ready to embrace change.

  • Provides a proper foundation for your employee engagement activities.

One key thing to remember is that each organization's employee engagement plan is unique. Each plan considers the specific needs and challenges a company faces. And as a leader, it is your responsibility to create a framework that reflects the organization’s values, mission, and goals.

Recommended Resource: 28 Best Employee Engagement Activities That Your Team Will Actually Love

What are The Necessary Steps In Establishing an Employee Engagement Action Plan?

Your engagement plan will require you to take specific actions to ensure your organization is headed in the right direction. Below is a list of steps that we believe will assist you in launching the ideal action plan for your workplace.

1. Analyzing the Current State of Employee Engagement


Are your employees happy with the current working conditions? Or do they feel aligned with the organization’s goals and objectives? Or would they prefer working for a different company with the same job responsibilities? These questions infer engagement, giving you a small picture of your organization’s engagement level.

But this is just the tip of the iceberg. Asking the right questions gives you a better understanding of what impacts and drives employee engagement. Some of the critical engagement factors include the following-

  • Work culture.

  • Management style.

  • Career growth opportunities.

  • Work-life balance.

  • Compensation and benefits.

You cannot, however, simply take a pen and paper and randomly ask your employees questions. Acknowledging how the employees feel about their workplace is a tricky process that pulse surveys can help with. Unlike traditional employee surveys, pulse surveys are quick and easy to conduct. The pulse survey findings highlight the numerous factors contributing to an employee's sense of belonging to a company.

Read Relevant Guide: Employee Pulse Surveys: The Ultimate Guide

However, anonymity is essential for obtaining honest and unbiased responses. When employees believe their responses will not be traced back to them, they are more likely to participate and answer honestly.

Fortunately, there are tools that allow you to create customizable surveys targeting the pain points in your workplace culture. These tools also include features that ensure employees' anonymity, resulting in increased participation and a more accurate understanding of the workplace. Choose a survey tool that includes this critical feature.

Aside from anonymity, the survey tool must be user-friendly and provide accurate insights and reports. The tool should ideally intuitively present the data, such as heat maps highlighting the organization's strengths and areas for improvement. Another useful feature is categorizing questions to show what employees are most concerned about. This can help managers understand the issues that must be addressed and prioritize action plans.


Screenshot Source: Vantage Pulse

You can try out different tools or opt for Vantage Circle’s Vantage Pulse survey tool with the above-mentioned functionalities. It’s an open choice that will determine the success of your engagement plan in the long run. Choose the best tool that fits your budget and aligns with your objectives.


Screenshot Source: Vantage Pulse

2. Setting Engagement Goals and Objectives


Understanding what the employees feel and want from the organization is important. But, defining the organization's engagement goals and objectives is also critical. Your goals must be clear and measurable, providing ample opportunity to improve employee engagement.

Moreover, be specific about each goal and how it will align with the overall mission and vision of the organization. Doing it more precisely will provide a clear action plan for the workforce. A few key objectives can include the following-

  • Increasing employee satisfaction with positive reinforcement with rewards and recognition.

  • Providing good employee experience by focusing on employee empowerment.

  • Improving customer satisfaction by enhancing how employees deal with them.

  • Having higher retention rates with good work culture.

  • Enabling employees to learn and upskill with learning and development programs.

The important thing is that they should be robust and understandable, so everyone can work towards them without jeopardizing engagement levels.

3. Choosing the Right Employee Engagement Tool


While setting your engagement goals, you need to start visualizing how you will achieve them. You need to be a step ahead in your planning which will give you an upper edge with your engagement plan. And to help assist you better in your employee engagement structure, you need to use technology correctly.

To leverage the flexibility of technology, you can try out SaaS-based employee engagement tools. These tools are easy to use, can be accessed remotely, and are highly customizable. You just need to choose the correct one compatible with your organizational structure and engagement plan.


Screenshot source: Vantage Rewards

There are a plethora of tools available in the market that will meet your needs and requirements. It is critical to note that the tool is adaptable to changing corporate dynamics, ensuring future-proof functionality.

For example, a tool like Vantage Circle’s Rewards and Recognition solution with its AI and cloud-based technology could be the ideal solution for a forward thinking organization that want to stay ahead of the recognition game. In addition, an ideal platform should have features such as-

  • Integrating seamlessly with your existing communication tools or systems, simplifying and eliminating the need for platform switching in appreciating and rewarding employees.

  • Usability of virtual service yearbooks to celebrate the milestones achieved by the employees.

  • The availability of the SOLI matrix allows organizations to reward employees regardless of geographic location.

  • Gamified platform to elevate the user experience.


4. Implementation and Execution


Now that you have chosen the right platform for your engagement plan, the next step is to implement it. But how are you going to do it?

The initial action is to take the knowledge and data you have gathered while measuring the state of your employee engagement. This will help you prioritize the areas where engagement is low. Secondly, you have to customize the tool according to the goals and objectives that you have set, which will determine the success of your engagement plan.

These simple steps will help you implement the engagement plan with the correct tool. It will also cement your stance in providing a work culture prioritizing employee engagement and productivity.

When it comes to the execution part of your engagement plan, you must ensure a few of the pointers-

  • Establish the goals and objectives with your employees and keep the communication channel transparent.

  • Showcase the importance of employee engagement and how it will help everyone grow together.

  • Assign responsibilities at the leadership level.

  • Make room for training and development while ensuring prompt support.

  • Remove bias and favoritism to keep things neutral at the ground level.

5. Monitoring and Evaluation


You have created a strategy, defined goals, chose the right platform, and implemented it successfully. But if you fail to measure it, your plan to create a culture of appreciation will hit a massive roadblock. To ensure that your engagement efforts are running smoothly, you must monitor and evaluate the action plan accordingly.

Firstly, analyze the data collected from the tool you use to identify trends, patterns, and areas of improvement. This will give you a clear idea of the gaps you must address.


Screenshot source: Vantage Rewards

Secondly, take action based on the insights gained from data analysis to improve employee engagement. Re-evaluate your employee engagement action plan as needed to ensure that it aligns with your organization's goals and objectives.

Here you must ensure that a particular tool's analytics is used correctly. For instance, Employee of the year or MVP awards can be given out to the employees who received regular recognition throughout the calendar year. This will give you the proper measurement of your engagement efforts while minimizing the bias factor in the workplace.

And thirdly, communicate your findings with relevant shareholders so that they are kept in the loop on the necessary steps taken by the company to improve employee engagement.

Form an exclusive team for the task of implementing the plan with the primary responsibility of measuring the success of the plan.

6. Continuous Improvement and Sustainability


Organizations seeking long-term success must invest more in their employee engagement strategy. However, achieving it will require undeterred commitment while sustaining and improving it. To ensure that your employee engagement action plan remains relevant with the changing dynamics, you must develop a strategy adaptable to newer developments.

One way to accomplish it is to set up a feedback mechanism that allows employees to voice their concerns about the engagement plan. This will ensure you identify the gaps and update your strategy to meet the workforce's needs.

By keeping an open channel of communication and employee feedback, organizations can constantly strive to improve their engagement plan. In addition, it creates a work environment that values the employees by giving them equal voices and opportunities.


A leader needs to understand how an engagement action plan will drive success to the business and positively impact the workforce. The more effective the plan, the better the results. You need to ensure that while the plan will help you drive engagement, you need to be proactive in executing the steps involved in it.

As a leader, you need to connect the employees with the goals you want them to achieve. In the long run, it will help you establish a concrete solution fostering an engaged workforce and a culture that values productivity.


Q. What are the 5 Cs of employee engagement?

A. The 5 C’s of employee engagement are-

  • Care
  • Connect
  • Coach
  • Contribute
  • Congratulate

Q. What are the drivers of the employee engagement action plan?

A. The main drivers of the employee engagement action plan include the following-

  • Communication
  • Leadership and Management
  • Employee Development
  • Rewards and Recognition
  • Employee Involvement and empowerment
  • Work Culture
  • Employee Well-being
  • Feedback and Performance Management

Q. What is a smart action plan for employee engagement?

A. When it comes to the smart action plan for employee engagement, one should follow the SMART rule that consists of five crucial elements, which are-

  • Being specific about the goals.
  • The goals should be measurable.
  • With measurable, it should be attainable as well.
  • The targets should be relevant to what you want to achieve.
  • And lastly, it should be time-bound.

Mrinmoy Rabha is a content writer and digital marketer at Vantage Circle. He is an avid follower of football and passionate about singing. For any related queries, contact editor@vantagecircle.com

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