How do you match your engagement model to company culture?

1 What is an engagement model?

An engagement model is a framework that defines how you interact with your employees, how you measure and improve their engagement, and how you reward and recognize their contributions. An engagement model can include elements such as communication channels, feedback mechanisms, surveys, recognition programs, incentives, training, career development, and wellness initiatives. An engagement model should reflect your company's vision, mission, values, and strategy, as well as your employees' needs, preferences, and motivations.

2 Why does it matter?

Matching your engagement model to your company culture matters because it can help you create a positive and consistent employee experience, foster trust and loyalty, and enhance performance and innovation. A mismatched engagement model can lead to confusion, frustration, dissatisfaction, and turnover among your employees, as well as lower quality and efficiency in your products and services. A mismatched engagement model can also damage your employer brand and reputation, making it harder to attract and retain talent.

3 How to choose an engagement model?

Choosing an engagement model that matches your company culture requires understanding both your organizational culture and your employee engagement levels. You can use tools such as culture assessments, engagement surveys, focus groups, interviews, and observation to gather data and insights about your current state. You can also benchmark your results against industry standards and best practices to identify gaps and opportunities. Based on your findings, you can select an engagement model that aligns with your culture type, such as hierarchical, clan, market, or adhocracy, and that addresses your engagement drivers, such as autonomy, purpose, growth, or recognition.

4 How to implement an engagement model?

Implementing an engagement model that matches your company culture requires planning, communication, and evaluation. You need to define your objectives, scope, timeline, budget, and roles and responsibilities for your engagement initiatives. You also need to communicate your engagement model to your employees, explaining the benefits, expectations, and processes involved. You need to involve your employees in the design and delivery of your engagement activities, soliciting their feedback and input along the way. You need to monitor and measure the impact of your engagement model on your employees' attitudes, behaviors, and outcomes, using both quantitative and qualitative methods. You need to review and adjust your engagement model as needed, based on your results and feedback.

5 How to sustain an engagement model?

Sustaining an engagement model that matches your company culture requires commitment, consistency, and continuous improvement. You need to embed your engagement model into your everyday practices and policies, making it part of your culture and identity. You need to maintain regular and transparent communication with your employees, keeping them informed, engaged, and appreciated. You need to recognize and reward your employees for their achievements and contributions, celebrating their successes and learning from their failures. You need to seek and act on your employees' feedback, showing them that you value their opinions and suggestions. You need to keep your engagement model relevant and fresh, adapting it to changing needs and expectations.

6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?