What do you do if your employee engagement tools aren't working?

1 Identify the root cause

The first step is to understand why your employee engagement tools are not working. Is it because they are not aligned with your practice goals and values? Is it because they are not relevant or appealing to your employees? Is it because they are not implemented or communicated properly? Is it because they are not measured or evaluated regularly? You can use surveys, interviews, focus groups, or feedback sessions to gather data and insights from your employees and managers. You can also compare your tools with best practices and benchmarks in your industry and sector.

2 Revise or replace your tools

Based on your analysis, you may need to revise or replace some or all of your employee engagement tools. For example, you may need to adjust the frequency, format, or content of your recognition programs, training sessions, or team-building activities. You may need to introduce new tools that address specific gaps or challenges in your practice, such as mentoring, coaching, or wellness initiatives. You may need to scrap tools that are outdated, ineffective, or counterproductive, such as forced rankings, micromanagement, or excessive bureaucracy.

3 Involve and empower your employees

One of the key factors that influence employee engagement is the sense of ownership and involvement in the practice. Therefore, you should involve and empower your employees in the design, delivery, and evaluation of your employee engagement tools. You can solicit their ideas, opinions, and feedback through various channels, such as suggestion boxes, online forums, or brainstorming sessions. You can also delegate some responsibilities and decisions to your employees, such as choosing their own learning paths, setting their own goals, or forming their own teams.

4 Communicate and celebrate your tools

Another key factor that influences employee engagement is the clarity and consistency of your communication and celebration of your tools. You should communicate the purpose, benefits, and expectations of your employee engagement tools to your employees and managers. You should also celebrate the achievements, milestones, and successes of your employee engagement tools, such as recognizing the participants, sharing the results, or rewarding the outcomes. You can use various channels and methods to communicate and celebrate your tools, such as newsletters, emails, meetings, or events.

5 Monitor and improve your tools

The final step is to monitor and improve your employee engagement tools on an ongoing basis. You should track and measure the impact and effectiveness of your tools, using both quantitative and qualitative indicators, such as engagement scores, turnover rates, customer ratings, or employee testimonials. You should also review and update your tools regularly, based on the feedback and data you collect, as well as the changes and trends in your practice and environment. You should also seek external support and guidance from experts or peers, if needed.

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?