Download a PDF version of employee action plan example here: employee-engagement-action-plan.pdf
| Area for Improvement | Proposed Solutions | Success Measures | Ownership | Timeline for Completion |
| Implement an employee engagement strategy | Appoint a contractor to develop a survey or develop the survey in-house | Comprehensive employee engagement survey is developed & published | Board to decide on delivery method
HR Manager to oversee |
Board decision by end of quarter 1
Employee engagement survey launched by end of quarter 3 |
| Set up a cross-departmental action group
|
Action group membership to be drawn from across departments & job roles & chaired by board member | Action group is set up with terms of reference to oversee action plan & survey | Board member with HR responsibility | First meeting of action group by end of quarter 1 |
| Invite employees to submit ideas for improvements via online form | Develop online ideas form for publication via intranet | Over time, increasing numbers of staff contributing ideas to management & the action group | IT Manager to develop
Action group to follow up on ideas submitted |
Online form available on intranet by end of quarter 1
|
| Set up an employee engagement blog on the intranet for staff members
|
Staff can contribute & share ideas & insights via an intranet-based employee engagement blog | A popular intranet blog with lively, interesting debate across all departments | HR Manager to set up & moderate
Blog to be sponsored by CEO to encourage participation |
Blog up and running by end of quarter 2 |
| Conduct intranet mini surveys in relation to specific issues, job roles or locations within the company to gather information & data outside the main employee engagement survey | Intranet surveys conducted on an as and when basis, for example, when conducting review of internal communications | Minimum 65% staff participation rate in ad hoc intranet surveys | All managers to utilize this tool when needed | Action group to review the use & effectiveness of ad hoc surveys by end of quarter 4
|
| Set up a series of team building activities and events to improve team spirit and morale
|
Managers to canvas teams for ideas. Two events to be held per annum, timing to suit team members | Increase in percentage of staff reporting improved team spirit in annual or ad hoc survey | Team manager to implement
HR manager to oversee |
Two events held per team by end of quarter 3
Action group to review impact following survey results by quarter 4 |
| Implement a company-wide staff recognition scheme
|
Ask staff how they’d like to be recognized in an intranet survey & hold focus groups with highest participation rate
Develop and launch company-wide employee recognition scheme following staff consultation |
High rate of participation in the intranet survey (75% or above)
Focus groups held and feedback given to the action group
Reward system is in place to recognize & reward high performance
Reduction in percentage of staff reporting that the organization does not recognize or reward staff efforts in annual survey |
Operations Manager to set up an intranet survey for all staff
Relevant team managers to hold focus groups with teams that highest participating teams for more in-depth feedback to the action group
HR Manager in partnership with the action group to develop detailed program |
Intranet survey set up by end of quarter 2
Focus groups arranged and feedback provided to the action group by end of quarter 2
Company-wide employee recognition program in place by end of quarter 3 |
| Develop an internal employee directory with photos and biographies | Use the intranet tool to create online staff directory that employees can edit | Fully functioning online directory available for staff | Operations Manager in partnership with IT | Directory to be live by end of quarter 2 |
| Improve internal communications to ensure staff are involved and informed | Institute system of weekly team briefings for two-way relaying of information between managers and staff
Relaunch the intranet’s news feed and make it the intranet’s home page |
Reduction in percentage of staff citing poor communications as an issue in the annual engagement survey
95% of staff members logging into the news feed on a daily basis |
Operations Manager to brief all team managers
Communications & Marketing Manager |
System to be in place by end of quarter 1
Chart progress against intranet usage statistics on a monthly basis |
| Review staff performance appraisal systems to ensure personal objectives are closely aligned to organizational priorities | HR Manager to review current systems so that personal objectives relate directly to organizational priorities | Managers are developing objectives that link directly to business priorities
Staff have clearer understanding of how they contribute to the bigger picture as evidenced by improved scores in the annual engagement survey |
HR Manager to oversee
All managers to implement |
Review to be completed by end of quarter 1 2019
New appraisal system in place by end of quarter 3 2019 following manager training program |
| Provide training program for managers on how to facilitate engagement | Managers trained in & given responsibility for engagement within their teams | All managers trained in facilitating employee engagement
Increase of 10% in staff reporting that their manager supports and values staff input in annual engagement survey |
HR Manager to oversee supported by action group | HR Manager & action group to report on possible program & delivery methods by end of quarter 2 2019
Program implemented by end of quarter 4 2019 |
| Develop set of employee engagement metrics to track progress | Employee engagement survey data to be supplemented with additional metrics such as:
– ad hoc surveys – staff turnover data – sickness & absence rates – exit interview data |
Metrics monitored by board & action group every 6 months
Improving trends apparent in comprehensive dataset |
HR Manager to develop in partnership with action group | Agreement on data set by end of quarter 1 2019
Data collected & analyzed by board & action group every six months thereafter |
Review Mechanisms
Once you’ve completed your action plan, it’s essential to set up regular review mechanisms. In fact, following up on the plan is critical to success as it is the means by which you ensure the organization delivers on its commitments. And the stakes are high. 
How An Intranet Can Help
And when it comes to drawing up an employee engagement action plan and disseminating it throughout the business, an intranet is an indispensable tool. Whether it’s to publicize, inform, communicate or invite feedback, the intranet is the perfect platform as it is accessible to all staff who use it on a daily basis to get their work done.
Employee Engagement Action Plan: It’s Time To Act
Organizations can no longer afford to ignore the issue of employee engagement. The time to act really is now or you run the risk of falling behind the competition. Use the ideas in this article to set the ball rolling in your company.
MyHub provides intranet solutions to many businesses across the globe just like yours. And so if you would like an informal discussion about employee engagement and how an intranet can support your efforts, then get in touch today. Better still, why not take advantage of our no-obligation demo or 14-day free trial and see for yourself just what a difference an intranet can make to your business.
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