1.
Employee Engagement Strategy

2.
The Strategy
1. What is employee engagement?
Employee engagement is a workplace
approach designed to ensure that employees
are committed to their organisation’s goals and
values, motivated to contribute to
organisational success and are able, at the
same time, to enhance their own sense of well-
being. Engagement is therefor a tool for
organisational success:
Engaged employees will:
1. Experience a blend of job satisfaction, organisational commitment,
involvement in the direction of their own job and a feeling of
empowerment when at work.
2. Be advocates for their organisation and the work it does, by
recommending it as a place to work or be a customer of.
3. Have a motivation to perform well, a desire to improve the way things
are in their organisation and to make a difference to people’s lives.
4. Work well in teams, encouraging and facilitating the development of
others to achieve positive outcomes.
5. Think, behave and act in a positive way.
6. Be enabled to be innovative and contribute ideas that are listened to
and acted upon.
It is suggested that engagement is developed when the workforce is fully aware of
business context and understands the line of sight between their own job and the
purpose and objectives of the organisation.
Leaders and line managers have a critical role in creating a culture of employee
engagement and enabling staff to make a difference to the lives of their
customers.

3.
2. Why is employee
engagement important?
Research shows that improving
employee engagement has a
positive and significant effect on
organisational performance,
including productivity, financial
performance and efficiencies.
Evidence has been found in public, private and voluntary sectors of
a direct correlation in organisations between highly engaged staff
and:
• Productivity • Absence
• Financial efficiencies • Wellbeing
• Customer satisfaction • Retention
• Innovation • Health & Safety
• Revenue generation
Your company can therefore benefit from engaged employees because, as well as
being happier, healthier and more fulfilled, they deliver improved performance. There
are varying differences in the drivers and outcomes of employee engagement, but the
basic link is that if we improve employee engagement we will see improvements in
organisational performance.
There is a risk that failure to focus on this could increase disengagement at a time
when the company needs its employees’ contributions more than ever. The CIPD
states that ”As well as productivity losses, organisations may lose their best people
and face huge differences when embedding organisational change if employees are
not on board. Disengagement also threatens effective collaboration, innovation and
human capital management, as employees will not be inclined to use their knowledge
and skills for the good of the organisation”.

4.
3. The benefits to employees
In addition to the benefits for business
performance, engagement also benefits
the employees themselves, for example:
• A positive state for the individual which
is a precursor to success.
• Feeling happier, healthier and more
fulfilled.
• Greater motivation and morale and
therefore productivity.
• More commitment to the organisation’s
goals and therefore sense of purpose.
4. What are ‘Enablers of
Engagement’?
Four common themes emerged from the
research captured in the McLeod report.
1. Visible, empowering leadership
providing a strong strategic narrative
about the organisation, where it’s
come from and where it’s going.
2. Engaging managers who focus their
people and give them scope, treat
their people as individuals and coach
and stretch their people.
3. There is employee voice throughout
the organisations, for reinforcing and
challenging views, between functions
and externally, employees are seen
as central to the solution.
4. There is organisational integrity – the
values on the wall are reflected in
the day to day behaviours.

5.
5. How is employee engagement measured?
The Staff Survey is a tool to allow us to find out how engaged our people are, to address our particular issues and to
analyse the factors behind successes.
In order to generate our engagement score we have used the survey features of our HR software Hibob, which
identifies 12 specific questions for the Employee Enthusiasm survey.
This score is based on 73% of employees participating. The Staff Survey is an important part of the process, but only
part of it.
January 2018 results
How enthusiastic are you to be a part of the company 25%
Extremely
enthusiastic
50%
Very enthusiastic
25%
Somewhat
enthusiastic
Positive Score
(Score of 4 or 5)
Neither
Positive/Negative
(Score of 3)
Negative (Score
of 1-2)
How enthusiastic are you with the company’s vision and direction 75% 25% 0%
How enthusiastic are you with the company’s Product(s) and Solution 62% 13% 25%
How enthusiastic are you with the people you are working with 87% 13% 0%
How enthusiastic are you with the opportunity to develop your career 62% 25% 13%
I understand the company strategy and direction 75% 12% 13%
I have confidence in the company’s senior leadership 75% 12% 13%
I believe in the company long-term success 75% 25% 0%
I believe the company delivers high quality solutions to its customers 62% 0% 38%
I am willing to go the extra mile to help the company succeed 75% 25% 0%
If I were to “do it all over again”, I would very likely choose this company as a
workplace
87% 13% 0%

6.
6. What outcomes will be delivered?
The business focused outcomes that will be delivered by this strategy are:
• More engaged workforce – highlighted by improvements in
engagement score which in turn should create tangible benefits
including:
• Improved productivity
• Improved financial performance
• Higher levels of customer service and advocacy
• Increased innovation
• Increased staff retention and reduced recruitment costs
• Improved morale and wellbeing
• Improved H&S performance
In addition to changes in our staff survey results and engagement score we
will also be able to monitor changes in our organisational performance such
as:
• Staff retention/labour turnover
• Sickness absence

7.
Initiative Actions Who When
7.1 Staff Surveys • Start employees off with a 6min Employee Enthusiasm
survey consisting of 12 questions.
• Set a target response of 75% for the first survey and use the
response results as a target base going forward.
• Data Analysis – Continue to generate the engagement
surveys with an target increase of 1% for 2019. Also review
data and opportunities for improved analysis.
7.2 Action plan • Set times for further surveys to be sent out periodically to
employees to capture data on Work-Life Balance, Direct
Manager Satisfaction, Engagement, Training, Internal
Communication and Benefits. Max participation length is 16.5
mins
• Discuss results with management and how we can move
forward.
7.3 Employee Voice • Utilise the HiBob forum to act as a sounding board, sense
check, to recommend solutions to improve performance at a
local level.
7.4 Communications strategy • Develop a robust communications strategy based on “You
Said, We Did approach” to ensure employees know that action
will be taken as a result of the surveys, where possible.
• Communicate what staff like about working at Blimey Creative
Ltd and ensure that good practices are maintained.
7.5 Identify good practice • Identify and share best practices of areas of the organisation
that are doing well in terms of engagement.
7. Engagement strategies and initiatives – Action Plan
This strategic plan outlines the strategies and initiative's to support enhanced employee engagement at Blimey
Creative Ltd and achieve the vision of an engaged workforce.

8.
Initiative Actions Who When
7.6 Engage for Success
Workshops
• Explore workshops to help support managers to improve the
engagement within the company..
7.7 Developing employees
strengths.
• Use a combination of regular feedback chats and Personal
Development Plans to focus on strengths within the
workforce, as research has established a compelling
connection between strengths and employee engagement in
the workplace, whereby focusing on both can accelerate
organisational performance.
7.8 Wellbeing Introduce a wellbeing strategy to encourage synergies between
health and safety and wellbeing.
Introduce activities such as:
• Reviewing sickness statistics
• Look at introducing incentives to promote health & wellness
within the workplace – encourage exercise, fluid intake,
meditation etc.
• Provisions of a wellbeing event – Staff Appreciation Day
• Introduce lunch time learning and development sessions
7.9 Recognition, affirmation and
celebration of success –
Employee Awards
• Long Service Awards
• Company Work Anniversary Awards
• Funny Awards (Bermuda Triangle Award, Best Brewer Award,
The Do-nut Award etc.)
• Low Cost Employee Recognition Awards (No tea runs for a
week, 1 Hour Lunch break pass, Knock off work early pass,
Lie in award etc)
• E-cards for a job well done

9.
Introduce Lunchtime learning
sessions:
• Respect in the Workplace
• Conflict at Work
• Equality and Diversity
To be held the last Friday of the
quarter going forward.
Each department can hold their
own session.
Introduce Humorous Employee
Awards:
• The Human Handbook
• Office Lunch Expert
• Marvelous Multitasker
• Calm in the eye of the storm
• The behind the scenes wonder
• Rookie of the year
• Chief brew maker
• Team awesome award
• Busy bee award
• Bermuda Triangle award
Introduce
Employee Low
Cost Rewards:
• No tea runs for a
week
• 1hr lunchbreak
pass
• Knock off work
early pass
• The lie in award
Introduce E-cards:
E-cards for instant job
well done, thumbs up
etc. for employees.
Staff Wellbeing
Hire a massage therapist
to come in to provide all
employees with a 15min
back/neck/shoulder OR
hand massage.
Staff Gifts:
• Smarties – “So thankful for
smarties like you”
• Milky Way – “We think you’re
out of this world”
• Muffin – “We would be muffin
without you”
• Fanta – “You are FANTA-
STIC”