5 Tactics to Support Your Employee Engagement Strategy [Part Three]

When you were taught how to swim did you experience the shock and awe of being forced to enter the water while consumed in fear? Or were you first coached on the pool deck and acclimated psychologically and physically for the inevitable entry into the unknown environment of a large body of water?

drops-of-water-578897_1280If you have been in the workforce for some years, chances are you have experienced the shock and awe and/or the coaching method of training and development. If you have been around as long as I have you have probably experienced both to differing degrees.

Training and development is not an optional tactic – it is a critical component to your engagement strategy. It demands its own structured strategy and measurements to ensure it is delivering results for your organization. The training and development starts on day one [or before] with an effective on-boarding program and continues thereafter in a roadmap of personal and professional development that enhances a person’s ability to contribute to the organization and grow as a human being. Lofty? You bet.

Here are a few prime elements that I have found contribute to a solid and effective training and development tactical component to your engagement strategy.

  • There is a linkage between a person’s position or job title to at least one of their learning pathways. This is often compliance based.
  • The learning and development has a mix of modalities and these do not need to be concurrent – they can occur at different times and for different purposes. For example:
    • Quality online self paced learning programs.
    • Webinars, seminars and discussion groups.
    • Targeted coaching programs with agendas and feedback.
    • Mentoring programs – particularly effective for succession planning.
  • The business owners and/or leaders are engaged and committed to the learning and development activities in the organization.
  • There is alignment between the organisation’s strategy and the learning and development programs down to the individual level.
  • Learning activities of employees are visible to managers.
  • Learning and development is included in the performance management strategy.
  • Learning for personal development and interests is included in the offerings for all employees. [I cannot count how many clients initiate an LMS implementation with compliance and corporate learning the only pathways].

I just realized I could go on and on with this list. Give me a call or email me and we can share some more ideas. If you are seeking some ideas or help in developing or implementing an engagement strategy, I can help you out.

Related Blogs

Strategic planning cascade
Posted by Brian Clark | May 23, 2019
7 steps on the strategy journey
There are seven essential steps to successful strategy execution in a business or organisation. The WorkPlan programs address each of these essential steps.  Clear strategic direction and roadmap: the strategy...
Posted by Brian Clark | August 21, 2018
7 causes of failed partnerships and reseller relationships.
Different values held by leadership and expressed in organisations.  Values exist in an organisation whether they are communicated outwardly or not. Many organisations have identified a set of values but...
No Image
Posted by Brian Clark | August 6, 2018
Strategic Execution vs Performance Management
Some businesses confuse performance management and execution of strategic objectives. It appears that more companies use performance management processes than businesses that have execution processes designed to achieve strategic objectives. ...