Leadership
7 Questions You Must Be Able to Answer Before You Can Improve Employee Engagement

Key Questions to Define Your Employee Engagement Strategy
Before you can build a comprehensive employee engagement strategy, there are a few pivotal questions you need to answer about your organization. These are questions that get to the heart of your business, why it exists, and what makes your organization (and your people) special.
1. Why do we exist?
Aside from making money, what is the purpose of your company? Employees, especially millennials, want to work for organizations with a clear mission they can support. People seek inspiration and want to know that their work contributes to a cause bigger than themselves.
2. What are our key strategies?
How do you go about accomplishing your mission? Employees have more confidence in the company and leadership when they understand the business approach and how success is achieved.
Whether it’s through innovation or exceptional customer experience, ensure employees grasp the strategies and differentiators and how their work contributes to them.
3. How do we measure success?
While you may know your top KPIs instantly, do your employees? Every person at your company should understand how success is measured, empowering them to make an impact and strive for improvement.
4. What does our ideal culture look like?
Define your ideal workplace culture, as employee engagement and culture are interconnected. Culture goes beyond superficial perks and defines the atmosphere in which people work and collaborate to perform at their best.
5. What makes our organization unique?
Identify unique traits that set your organization apart, contributing to employee engagement. Document these traits to reinforce what makes your company special and aspirational traits for your ideal culture.
6. Who are our employees and what do they need?
Evaluate employee segments, responsibilities, and unique needs to tailor communication methods effectively. Different employees may require different communication approaches, so understanding their preferences is key.
7. Who are our most engaged employees, and what makes them so?
Identify standout employees and their unique qualities that drive engagement. Use these characteristics as a benchmark to elevate others and attract similar talent to the organization.
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