Why Engagement Is About More Than Having an Engagement Strategy

As the old saying goes, the best-laid plans often go awry. Engagement strategies are no different. No matter how carefully engagement initiatives are planned, they too often underperform.

Three Top Reasons Engagement Initiatives Fall Short of Strategic Goals

Goals are too narrowly focused. They may tend to target job performance or health improvement, for example.

The result: Engagement programs fail to connect with the employee’s entire well-being (financial well-being, community involvement and more).
Responsibility for implementing or maintaining programs is often spread among too many stakeholders.

The result: The organization is unable to send a cohesive message to employees. The impact of the strategy is diluted.
The fractured world of programs related to employee engagement has failed to tie back to the organization’s mission and the employee’s personal goals.

The result: Engagement strategies have missed the crucial link between the “what” of engagement programs and the “why” of company culture that can help them succeed. The splintered landscape of engagement programs also often fails to help companies forge coordinated processes toward creating great places to work.

77%

of organizations agree that to be happiest, people must share a common purpose between their work and their personal lives, according to Inspirus market research.

Why Engagement Is About More Than Having an Engagement Strategy

Three Top Reasons Engagement Initiatives Fall Short of Strategic Goals

Goals are too narrowly focused. They may tend to target job performance or health improvement, for example.

Responsibility for implementing or maintaining programs is often spread among too many stakeholders.

The fractured world of programs related to employee engagement has failed to tie back to the organization’s mission and the employee’s personal goals.