How do you align your engagement strategy with your values?

1 Identify your values

Before you can align your engagement strategy with your values, you need to know what they are. Your values are the core beliefs and principles that guide your decisions and actions. They are the foundation of your culture and brand. To identify your values, you can use various methods, such as brainstorming, surveys, focus groups, or workshops. You can also look at your mission, vision, and purpose statements, as well as your existing policies and practices. The key is to involve your employees and stakeholders in the process and get their input and feedback.

2 Define your engagement goals

Once you have a clear understanding of your values, you need to define your engagement goals. Your goals are the specific and measurable outcomes that you want to achieve through your engagement strategy. They should be aligned with your values, as well as your business objectives and priorities. For example, if one of your values is innovation, you might set a goal to increase the number of new ideas generated and implemented by your employees. Or if one of your values is collaboration, you might set a goal to improve teamwork and communication across departments.

3 Choose your engagement model

The next step is to choose your engagement model. Your engagement model is the framework or approach that you use to measure and improve employee engagement. There are many different models available, such as the Gallup Q12, the Employee Engagement Index, or the Employee Net Promoter Score. Each model has its own strengths and limitations, so you need to find the one that best suits your values, goals, and context. You can also customize or create your own model, as long as it is valid, reliable, and consistent.

4 Implement your engagement initiatives

After you have chosen your engagement model, you need to implement your engagement initiatives. Your engagement initiatives are the specific actions and programs that you use to enhance employee engagement. They should be aligned with your values, goals, and model, as well as your employees' needs and expectations. For example, if one of your values is recognition, you might implement an initiative to reward and celebrate your employees' achievements and contributions. Or if one of your values is learning, you might implement an initiative to provide your employees with training and development opportunities.

5 Monitor and evaluate your engagement results

The final step is to monitor and evaluate your engagement results. You need to track and analyze the data and feedback that you collect from your engagement model and initiatives. You need to measure the impact of your engagement strategy on your values, goals, and business outcomes. You also need to identify the strengths and weaknesses of your engagement strategy and make adjustments as needed. You can use various tools and methods, such as surveys, interviews, focus groups, or dashboards, to monitor and evaluate your engagement results.