How can Project Coordinators make employee engagement a priority for upper management?

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As a project coordinator, you know how important it is to keep your team members engaged, motivated, and productive. But how can you convince upper management to invest in employee engagement initiatives, especially when they are focused on budgets, deadlines, and deliverables? In this article, we will share some tips on how to make employee engagement a priority for upper management, and how to demonstrate the benefits of a happy and loyal workforce.

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1 Identify the gaps

The first step is to assess the current level of employee engagement in your organization, and identify the areas where it is lacking or inconsistent. You can use surveys, interviews, focus groups, or other methods to gather feedback from your team members and stakeholders. Look for indicators such as turnover, absenteeism, performance, satisfaction, and alignment with the organizational goals and values. You can also benchmark your results against industry standards or best practices to see how you compare.

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Qamar Zaman

Professionalism is not a cliche
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Project coordinator has a key role to play in the successful completion of a project. This completion requires that every individual involved in the project from top to bottom owns the project fully and delivers to their full potential. Employees make or break an organization. Any disengaged employee will actually act like a dysfunctional bearing that can halt even the most sophisticated machine. Project coordinator must make the upper management realize that keeping every employee engaged is like greasing the bearing so that friction is controlled. Every plausible step must be taken to enhance employee engagement so that all other investments into the project are not ruined.

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2 Make a business case

The next step is to translate your findings into a compelling business case that shows how employee engagement can improve the bottom line, reduce risks, and enhance the reputation of your organization. You can use data, stories, and examples to illustrate the impact of employee engagement on key metrics such as productivity, quality, innovation, customer satisfaction, retention, and profitability. You can also highlight the costs and consequences of low or declining employee engagement, such as loss of talent, reputation, and market share.

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3 Communicate the benefits

The third step is to communicate the benefits of employee engagement to upper management, and persuade them to support and sponsor your initiatives. You can use various channels and formats to present your business case, such as reports, presentations, newsletters, or meetings. You can also tailor your message to the interests and preferences of your audience, and emphasize the value proposition and return on investment of employee engagement. You can also address any potential objections or challenges, and provide solutions or alternatives.

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4 Implement the initiatives

The fourth step is to implement the employee engagement initiatives that you have proposed and approved by upper management. You can use your project coordination skills to plan, execute, monitor, and control the activities, resources, and stakeholders involved in your initiatives. You can also use your communication skills to inform, involve, and inspire your team members and other parties. You can also use your problem-solving skills to overcome any obstacles or issues that may arise during the implementation.

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5 Measure the outcomes

The fifth step is to measure the outcomes of your employee engagement initiatives, and evaluate their effectiveness and impact. You can use quantitative and qualitative methods to collect and analyze data, such as surveys, interviews, focus groups, or observations. You can also compare your results with your baseline and your objectives, and calculate the return on investment of your initiatives. You can also identify the strengths and weaknesses of your initiatives, and suggest improvements or adjustments.

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6 Report the results

The sixth step is to report the results of your employee engagement initiatives to upper management, and celebrate the achievements and successes. You can use various channels and formats to share your findings, such as reports, presentations, newsletters, or meetings. You can also use visuals, charts, graphs, or infographics to highlight the key points and insights. You can also acknowledge the contributions and feedback of your team members and other stakeholders, and express your appreciation and recognition.

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7 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?

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Tiago Lourenco PMP? MSc

Project Manager | PMP? | Founder | Process Optimisation | Regulatory Compliance (GDPR) | ESG Integration & P5 Standards Adviser | PMI Volunteer & Mentor | PM as a Service (PMaaS) | Driving SMEs to Operational Efficiency.
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Team up with the HR team in producing and circulating an employee survey that will determine whether the business is doing well or failing in the eyes of the employees. Use the results to evaluate how well the employee - business relationship really is and use it as leverage when discussing the relationship between the employee and the company.

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How can Project Coordinators make employee engagement a priority for upper management?

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1 Identify the gaps

2 Make a business case

3 Communicate the benefits

4 Implement the initiatives

5 Measure the outcomes

6 Report the results

7 Here’s what else to consider

Project Coordination

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