You’ve spent time and energy developing a new employee engagement strategy. You get the green light to implement new processes. Now here you are, 30, 60, even 90 days in, and you still haven’t seen the results you expected. Here are five reasons your new strategy isn’t working:
- Your executive team is hands off. It is HR’s job to care about employee engagement, right? Wrong. The CEO and senior leadership team set the tone for how the company values are carried out, how employees interact and even how often your employment engagement tools are used. This article from Forbes says, “The engagement of an organization’s executive team is the starting point and is the most critical element in the engagement of any organization.”. If your senior leadership team doesn’t take your engagement processes seriously, neither will anyone else.
- You think it can be “achieved” and then checked off the list. Engagement isn’t something that can be measured during one point in time and then taken off the list. It’s a living, breathing, continuously changing part of your company culture. Sure, there may be certain times where it moves up the priority chain (times of transition, M&A activity, particularly high or low sales levels, etc.) but it should always – always – be on the list.
- Your managers aren’t holding up their end of the “two-way” conversation. To make manager-and-employee interactions truly valuable, you need to re-frame how they view feedback. Encourage an environment where employees initiate feedback and give managers the tools to be better coaches and mentors. Before implementing a new performance management process, conduct proper training for your managers and communicate the benefits of real-time feedback.
- You expected too much, too soon. A new culture isn’t born overnight. Whether you’re looking to overhaul your culture or make small improvements to a positive one, no one change will “solve” your problem immediately. For a new strategy to be truly effective, employees must incorporate it into their daily lives, which takes time.
- You aren’t course correcting your strategy as you evolve. Change inevitably happens. An engagement strategy isn’t static and should be continuously evaluated for effectiveness. Conducting regular surveys will go a long way in allowing your employees to help shape the processes that make up your company’s culture.
The right employee engagement strategy will give you the wrong results if you don’t consider these potential challenges. How you implement your strategy is just as important as developing one.