Focus your engagement efforts on specific, measurable goals with deadlines to motivate employees. Involve HR and other employee leaders to understand how staff are responding and guide the engagement process. Track engagement through metrics like comments and page views rather than just reach to measure effectiveness. Use stories over facts to resonate more with employees and encourage collaboration across the organization.

1. Focus on a bold goal,
targets and completion
dates. Open-ended
engagement won’t
stretch anyone, make it
SMART.
Get HR and people
leaders involved, they
act as a bellwether for
how employees are
thinking and acting.
People take their cues
from these groups.
Measure: re-tweets, likes,
comments, pages viewed
are all examples of
engagement and
interaction and
demonstrate the
effectiveness of your
collateral.
Track conversion,
not reach.
Create a call to action
so that everyone
using the content has
a takeaway or
learning from their
engagement.
Encourage
collaboration
Use stories – they
resonate more than
facts and figures.
People make
businesses, so
capture hearts and
minds.
Delivery mechanisms
are vital – use 21st
century media such as
videos, infographics
and memes.
Speak to audiences
depending on their
specialities and
preferred channels.
Customise with these
audiences in mind.
Choose champions –
they’ll do the heavy
lifting and act as
advocates. Early
adopters plot the
route to success.
It’s estimated that up
to 70% of employees
can’t describe their
company’s strategy
(Harvard Business
Review)
When employees are
engaged, they’re
energised
Engagement is a
two-way process – keep
communications
channels open, allow
dialogue,
practise candour
Company culture has
to allow engagement;
make it feel safe so
that your teams speak
their minds and share
ideas
Grass roots dialogue is
important – channel it
and let it flourish –
peers are
persuasive.
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