The document outlines steps for developing and launching an employee engagement program, including understanding employee needs, identifying organizational goals, testing ideas with employees, aligning opportunities with company strategy, launching efforts from the top-down, tracking metrics, and continually iterating the program.

1. Understand Build Launch Learn
» Uncover what’s
important to employees
as well as how they want
to engage / be engaged
through:
- Surveys
- Small group meetings
- Word clouds, etc.
» Identify targeted
organizational goals of
employee engagement
» Develop allies /
supporters to help create
/ support employee
engagement
» Test emergent insights
with employees early and
often
» Brainstorm employee
engagement opportunities
that reflect the Uncover
insights.
» Align employee
engagement opportunities
with strategy / cultural
norms / goals / existing
initiatives / org. assets
» Prototype the
opportunities to fail fast
and succeed sooner
» Identify comms / hr
resources & channels and
collaborate to build the
launch strategy
» Draft metrics of success
» Launch employee
engagement efforts from
the top (CEO is best)
» Amplify relevant
channels to help create
/ support employee
engagement
» Identify stories of early
successes to help spread
and scale the effort
» Track what’s working
through org-appropriate
metrics (e.g. employee
satisfaction surveys,
turnover, reduced health
care costs)
» Translate successes and
challenges into the right
language (e.g. financial
metrics / benefits for CFO,
satisfaction metrics for
recruitment, etc.
» Iterate on programs
/ initiatives to ensure
continued success and
alignment with other
strategic initiatives
ted howes@gmail.com
Framing Employee Engagement