6 Steps to Successful Action Planning
Actions are more revealing of one’s true character since it’s easy to say things or make promises, but it takes effort to do things and follow through. What your organization does or doesn’t do after an employee engagement survey most certainly reveals the true character of your leadership and corporate culture. Assert your allegiance to employees and their engagement survey feedback by following these six steps to successful employee engagement action planning.
Make a commitment to act, right from the get go Data is only as strong as the muscle power that turns findings into action. Your organization’s muscle power is the CEO and executive. Nab their interest from the very first moment survey discussions reach the boardroom table. Hammer home the necessity to act on results. Relay the goals and objectives of this business tool to mid and front-line managers, explaining their post survey role. When survey findings are in, reiterate the duty to champion change. Nail down collective buy-in.
Create an accountability plan Identify what needs doing post survey. Pre-define a step-by-step process. Clarify roles and responsibilities - who will take on what, when, why and how. Involve everyone - from the bottom up and top down. Set guidelines with clear expectations and timelines.
Provide training and support Plan training to help leaders and managers understand their data. The last thing they need or you want is analysis paralysis. Provide information and tools for feedback meetings. Develop descriptions and samples of effective action plans. Identify and develop mechanisms for those needing extra support (i.e.: facilitation skills training, individual coaching).
Align action plans "Building a visionary company requires 1% vision and 99% alignment" - James C. Collins
Make sure everyone’s facing the same direction. Review and clarify organizational priorities and how business unit, department, team and individual goals align vertically and horizontally.
Track key action milestones Set and communicate key milestone/deliverable dates to keep everyone motivated and moving forward. Consider running a Pulse Survey six months post-engagement survey to maintain awareness and gauge employee attitudes towards what’s been happening.
Leverage tools and technology Encourage business unit/division and department meetings. Make use of technology-based and other communication tools to help leaders and managers share, collaborate and build employee engagement action planning across the organization.
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