7 Award-Winning Employee Engagement Strategies

A graphic of a man with an award for best employee engagement training
Each year, we honor clients nationwide for success in collecting, analyzing, and acting on employee feedback with the Employee Voice Award (EVA). The EVA honors our most successful clients for employee engagement excellence in two categories:
1.       Raising Engagement for those organizations with the highest increase in employee engagement from the previous year and
2.       Highest Level of Engagement for those with the highest overall composite score.

We honor them because when employers value their people, genuinely listen to their feedback, and work hard to make positive change, they deserve to be recognized.

How do these organizations use employee feedback to better their workplace and win awards for their outstanding levels of employee engagement? Luck, chance, and circumstance have nothing to do with it.

Their success is due to data, hard work, dedication, and employee engagement training strategies that make an impact. Want to see the same outstanding employee engagement results in your organization? Our winners have some advice.

Recommendations for Collecting Employee Feedback

  1. Collect employee feedback annually. Data becomes stale and employees have new feedback to give. Set up an annual survey process and stick to it. It builds employees’ trust in the initiative.
  1. Ask for feedback on your survey initiative. In your 2nd, 3rd, etc. surveys, ask these questions to gauge effectiveness of your roll-out strategy:
  • Senior leadership is committed to responding to the results of this survey.
  • My manager shared the results of the last survey with our team.
  • Our team developed action plans to address issues raised by the last survey’s results.
  • I noticed positive change as a result of the last survey.

Best Practices for Sharing Survey Results with Your Organization   

  1. Use the communication tool that works best for each team, whether in-person meetings on the manufacturing floor or webinars and emails for remote employees.
  1. Prioritize in-person communication over written announcements for sharing results when possible — from managers to senior leaders.
  1. Use a tiered approach to sharing results. For example:
  • Have the CEO share high-level summary of results during an all-company briefing.
  • Host town halls on the topic of employee engagement. Encourage discussions about engagement strengths and areas of opportunity.
  • Have employees volunteer to lead “action committees” focused on a few key areas of opportunity. Include representatives from across the entire business.
  • Work directly with senior leaders to provide them with the information needed to cascade engagement results and action plans that are specific to their area of the business.

How to Hold Leaders Accountable for Sustaining an Engaged Workforce

  1. Empower managers to drive the engagement survey initiative and take ownership in creating ideas to address issues within their teams.
  1. Share in-depth results on leadership effectiveness with each manager and their director to hold them accountable. Set expectations for directors to coach their managers on where and how to improve.

The Bottom Line

First, build a clear understanding of the potential value that an engaged workforce could bring to the business. Second, make sure that employee engagement is not just a ‘cool thing’ but a competitive advantage driven from your talent management and business strategies. Third, involve your employees in the employee engagement training process in terms of reviewing the results and developing solutions. Fourth, maintain a constant and foundational focus on engagement. Employee engagement isn’t just a survey; it is ongoing and should be woven into the day-to-day roles of each team member. And lastly, transparency, employee involvement, and follow-through on commitments are all critical to successfully improving engagement.

To learn more, download The Top 10 Most Powerful Ways to Boost Employee Engagement.

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