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EmployeeEngagement&Retention|KeepingtheRightPeople|HRToolkit|hrcouncil.ca

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KeepingtheRightPeople

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EmployeeEngagement&Retention

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Employeeengagementillustratesthecommitmentandenergythatemployeesbringtoworkandisakeyindicatoroftheir
involvementanddedicationtotheorganization.Employeeswhoareengagedaremoreproductive,contentandmorelikelytobe
loyaltoanorganization.WhenorganizationsputsoundHRpracticesinplace,theyaremorelikelytodiscoverthatemployees
feelsatisfied,safeandwillworktotheirfullpotential...andthatmeanstheyaremorelikelytostayput.

HRPolicies&Legislation
http://hrcouncil.ca/hrtoolkit/keepingpeopleemployeeengagement.cfm

HRResponsibility

Howitrelatestoemployeeengagement

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GettingtheRightPeople

StrategicHRPlanning

Peoplearethemainresourcethatorganizationshavefordeliveringservices
StrategicHRplanninglinksHRmanagementdirectlytoanorganization'sstrategicplanandthat
meansthatstaffwillhavemeaningfulrolestiedtothestrategicdirectionoftheorganization

KeepingtheRightPeople

StrategicallyplanninghowyourorganizationwillmeetitscurrentandfutureHRneedsandhow
Overview
EmployeeEngagement&
Retention

peoplewillbesupportedandnurturedwithinyourorganizationiscriticalforsuccess
OperationalHRPlanning

Atanoperationallevel,organizationsputinplaceHRmanagementpracticestosupport
managementandstaffinachievingtheirdaytodaygoals

EmployeeRecognition

Whetherit'sdetermininghowmanyemployeesareneededtodeliverservicesoverthenextyear
orhowperformancewillbemonitored,theHRmanagementpracticesandactivitiesneedtobe

PerformanceManagement

plannedtoanswerthequestion:"Whereisourorganizationgoingandhowwillitgetthere?"

Supervision

Anoperationalplanensuresthatemployeesareproperlysupported

Discipline
EmploymentTermination

Compensationand

Thoughusuallynotrankedthemostimportant,compensationisanimportantfactorinjob

Benefits

satisfaction
Anemployeewhofeelsadequatelycompensatedmonetarilyismorelikelytostaywithyour

ExitInterviews

organization
Compensation&Benefits
DevelopingHRPolicies

Policiesandproceduresbothcommunicatethevaluesofyourorganizationandprovideeveryone
withaconsistentprocesstofollow

DiversityatWork

Policiesandproceduresprovideyouremployeeswithaprocesstofollowandthatknowledgecan
helpthemconfidentlyapproachsituations,particularlydifficultsituations

WorkplacesThatWork
Learning&Development

EmploymentLegislation

Provincial/territorialandfederalgovernmentsoutlinetheminimumrequirementstoensurea

andStandards

safeandequitableworkenvironmentforemployees

JobDescriptions

JobdescriptionsarebasicHRmanagementtoolsthatcanhelptoincreaseindividualand

ResourceIndex
organizationaleffectiveness

TakeStock

Awellwrittenjobdescriptionsetsanemployeeupforsuccessbyoutliningtheirresponsibilities
andtheparametersoftheirposition
Jobdescriptionsalsoshowhowanemployee'spositioncontributestothemission,goalsand
objectivesoftheorganization
PerformanceManagement

http://hrcouncil.ca/hrtoolkit/keepingpeopleemployeeengagement.cfm

Performancemanagementisanongoingprocesswherethemanager/supervisorandemployee
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worktogethertoplan,monitorandreviewanemployee'sworkobjectivesorgoalsandoverall
contributiontotheorganization

Motivatesemployeestodotheirbest
Establishesclearcommunicationbetweenthemanagerandtheemployeeaboutwhats/heis
expectedtoaccomplish
Providesongoing,constructivefeedbackonperformance
Establishesplansforimprovingperformance,asnecessary
Lookingforaspecificchecklist,

Identifiestheskillsandabilitiesofeachemployeesothatworkassignmentsbuildonandreflect

tool,templateorsamplepolicy?

anemployee'sstrengths
Identifiesindividualemployeesformorechallengingwork
Assistsandsupportsstaffinachievingtheirworkandcareergoalsbyidentifyingtrainingneeds

FinditfastintheResourceIndex.

anddevelopmentopportunities

Contributestothesuccessionmanagementplansothatemployeeskillsaredevelopedand
employersdeveloptheskillstheyneedtofillanpotentialHRgapinthefuture
Learning,Trainingand

Investingintrainingprogramshelpsemployeesdeveloppersonallyandprofessionally

Development
WorkplaceDiversity

Creatinganenvironmentwherepeoplefeelwelcomeandsafefromharassmentand
discriminationmotivesstafftoperform
Absenteeismandperformanceproblemsdecreasewhileproductivity,moraleandemployee
retentionincreases

WorkTeamsandGroup

Whenyoudevelopandsupporteffectiveteams,youenhancethepowerandfeelingofsatisfaction

Dynamics

ofindividualsworkingontheteam
Whenateamworkswell,itmeansthatstafftrustoneanotherandthatleadstobettersharingof
knowledgeandunderstanding

ConflictResolution

Inahealthyworkplace,therewillbeconflict
Havingaconflictresolutionpolicyandaprocesswillmeanthatconflictisconstructiveandnot
destructive

WorkplaceWellness

Ahealthyworkplacemeansmorethanjustwardingoffcoldsandtheflu

Initiatives

Itismoreholisticandtakesintoconsiderationthephysical,spiritual,environmental,intellectual,

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emotional,occupationalandmentalhealthofemployees
Wellnesspromotiondoesn'tjustbenefittheemployeeanorganizationfilledwithhealthy,
balancedandfulfilledemployeesisaproductiveworkplacethatretainsitsemployees
EmployeeRecognition

Givingemployeesasenseofsharedvaluesandpurposebycreatingarelationshipwiththemis
important
Whenyouthankemployeesyouvaluethemandthat,inturn,ismotivating
Updatingstaffonorganizationalissuesthroughinternalcommunicationslikeemailupdatesand
newslettersbuildsthesenseofteamandtheirvaluetotheteam

Staffvolunteerrelations

Developasenseofteamwithstaffandvolunteerscontributingtotheorganization'smission

EmployeeSatisfactionandEngagementSurveys
Listeningtoemployees'insightsandsuggestionsforimprovementwillprovidetheorganizationwithvaluableinformationthat
canbeactedupontoincreasethelevelofemployeeengagementintheworkplace.Employeesurveysareanimportanttoolto
solicitemployeefeedback.Theycanbeadministeredinternallyorexternallyaslongasresponsesremainanonymous.Employee
engagementsurveysprovideawaytoimproveproductivityandemotionalcommitmentbyidentifyingtherootcausesof
workplaceissues.

Guidelines
Thefollowingstepsprovideaguidelineforhowtoconductanemployeeengagementsurvey:
Determinethepurposeofthesurvey.
Determinethedesignofthesurvey(i.e.onlineversuspaperbasedopenendedquestionsversusmultiplechoiceorratingscale,
etc.).
Developthequestionnairebasedondesiredoutcomes,whileensuringthecollectionofaccurateofdata.
Sendemployeesthequestionnaireforcompletion.
Analyzesurveyresponses.
Prepareasummaryreportofthefindingsandrecommendationsformanagement(andpossiblyemployee)reviewand
discussion.(Ensuresurveyresponsesremainanonymous.)
Prepareanactionplan
Benchmarksurveyresultsforayeartoyearcomparison.

ActionPlan

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ActionPlan
Anactionplanshouldbedevelopedafterdiscussingandprioritizingtheresultsoftheemployeeengagementsurvey.Although
theplanisdependentontheoutcomesoftheengagementsurvey,itshouldberealisticandincludethefollowingitems:
Actionitem
Person(s)whowillberesponsibleimplementingtheactionitem
Resourcesrequired(i.e.money,materials,people)
Timelinewithexpectedcompletiondate(s)
Expectedoutcomeand/orhowsuccesswillbemeasured
Theactionplanshouldbereviewedregularlyandadjustedasrequiredinordertoachievedesiredresults.Itisimportantto
communicateandfollowthroughonactionplans.Ifemployeesseethatactionplansareimplemented,theywillbemorelikelyto
participateandprovidefeedbackinthefuture.

CommunicationwithEmployees
Communicationwithemployeesisimportanttothesuccessoftheemployeeengagementsurvey.Itshouldbedonebefore,
duringandafterimplementation.Thiswillgenerallymakeemployeesmorelikelytoparticipateandprovidefeedbackinthe
future.Communicationtoemployeesshouldincludeinformationabout:
Howtheresultswillbeused.
Howspecificactionplanswillbedevelopedfromtheresultsofthesurveyandthatinputisrequiredinordertoproperly
formulatetheseplans.
Howtheresultsofthesurveyandanyactionplansdevelopedwillbereviewedanddiscussed.

GoodPractice
SampleEmployeeEngagementSurvey(DOC51KB)

NextSection:EmployeeRecognition

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