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What are the most important consulting strategies for employee engagement?

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Employee engagement is a key factor for the success of any organization, especially in times of change and uncertainty. As a consultant, you can help your clients improve their employee engagement by applying some effective strategies that address the needs, motivations, and challenges of their workforce. In this article, we will discuss some of the most important consulting strategies for employee engagement, and how you can implement them in your projects.

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Kathleen Truax

Building Materials Manufacturing Recruiter (Sales and Operations Leadership)

1 Understand the current state

Before you can design and deliver any engagement solution, you need to understand the current state of your client's organization. This means conducting a thorough assessment of the employee engagement level, the organizational culture, the leadership style, the communication channels, and the performance indicators. You can use various tools and methods, such as surveys, interviews, focus groups, observation, and data analysis, to collect and analyze the relevant information. The goal is to identify the strengths, weaknesses, opportunities, and threats that affect employee engagement, and to establish a baseline for measuring the impact of your interventions.

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Kathleen Truax

Building Materials Manufacturing Recruiter (Sales and Operations Leadership)
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Accessing employee engagement can be difficult because understand the motivations of employees can be tied to emotional reasons. One of the most important factors in being able to understanding the current status of engagement and reasons behind is being able to talk confidentially with people and to be able to maintain that confidentiality to ensure candor. If people are fearful to be honest and do not want to dive into corporate culture, communication, and leadership hurdles the ability to be able to create effective interventions can be impaired. Before engaging in the consultation ensure that you have the ability to get the information needed and that there is a buy-in from the team. Fear is a strong driver in poor data here.

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Redmar Poortstra

Consultancy & Project/Program Management (Freelance) with focus on guiding ERP implementations in FMCG and Manufacturing industries
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Before making things complex, understand this basic principle: People are more engaged if they feel involved, listened to, and taken seriously. So to increase engagement: Involve people in making the plans, listen to their needs, and actually do something with their suggestions. Think smartly about who to involve when so that you focus on the engagement of the right groups (your target audience for a solution most often). Classic mistake to avoid: As for people's opinions then do nothing with it. This will backfire and turn "neutral" stakeholders into "negative" ones so when you invite opinions, be ready to do something with it (so not at the end of a project when there is nothing left to decide!)

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2 Define the desired outcomes

Once you have a clear picture of the current state, you need to define the desired outcomes of your engagement project. This means setting specific, measurable, achievable, relevant, and time-bound (SMART) goals and objectives that align with your client's vision, mission, and values. You also need to define the key performance indicators (KPIs) that will help you track and evaluate the progress and results of your engagement initiatives. You should involve your client and their employees in this process, to ensure that they share a common understanding and commitment to the desired outcomes.

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Kathleen Truax

Building Materials Manufacturing Recruiter (Sales and Operations Leadership)
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Too often we as consultants make assumptions from conversations. Be specific and ask questions that are relevant. Regular short meetings or notes can be more beneficial to long ones as you define KPIs and defined outcomes. Letting people have an opportunity to think here before acting can alleviate wasted work, as too often people pivot once they have more information and see things in writing.

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3 Design the engagement solution

Based on the current state and the desired outcomes, you need to design the engagement solution that will help your client achieve their goals and objectives. This means selecting and customizing the most appropriate interventions and activities that will address the root causes and drivers of employee engagement, such as recognition, feedback, empowerment, collaboration, learning, and growth. You should consider the different needs and preferences of your client's employees, such as their personality, learning style, motivation, and values, and tailor your solution accordingly. You should also consider the available resources, such as time, budget, and technology, and optimize your solution accordingly.

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Kathleen Truax

Building Materials Manufacturing Recruiter (Sales and Operations Leadership)
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I complete agree in having multi-modality for solutions. Too often we have a one-size fits all solution. For instance an all day training session can benefit some, but sort video meetings or 4-5 hour sessions with video, written, and participatory sessions in small groups may be more effect for a larger amount of people. Trust is also built over time and too often an outside person doesn't have time to develop the trust as someone who has the expertise.

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4 Deliver the engagement solution

After you have designed the engagement solution, you need to deliver it to your client and their employees. This means implementing and facilitating the interventions and activities that you have selected and customized, such as workshops, coaching sessions, training programs, gamification, or rewards. You should ensure that your delivery is engaging, interactive, and relevant, and that you use various methods and media, such as storytelling, visualization, or digital platforms, to enhance the learning and retention of your audience. You should also ensure that your delivery is consistent, timely, and aligned with your client's expectations and standards.

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5 Evaluate the engagement solution

Finally, you need to evaluate the engagement solution that you have delivered, and measure its impact and effectiveness. This means collecting and analyzing the data and feedback that you have gathered from your client and their employees, using the KPIs that you have defined earlier. You should compare the results with the baseline that you have established, and identify the achievements, gaps, and areas for improvement. You should also communicate and report the results to your client and their employees, and celebrate the successes and learn from the challenges. You should also provide recommendations and follow-up actions for sustaining and enhancing the employee engagement level in the future.

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6 Hereâ€™s what else to consider

This is a space to share examples, stories, or insights that donâ€™t fit into any of the previous sections. What else would you like to add?

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What are the most important consulting strategies for employee engagement?

1

2

3

4

5

6

1 Understand the current state

2 Define the desired outcomes

3 Design the engagement solution

4 Deliver the engagement solution

5 Evaluate the engagement solution

6 Hereâ€™s what else to consider

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What are the most important consulting strategies for employee engagement?

1

2

3

4

5

6

1 Understand the current state

2 Define the desired outcomes

3 Design the engagement solution

4 Deliver the engagement solution

5 Evaluate the engagement solution

6 Hereâ€™s what else to consider

Consulting

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