Employee Engagement Survey Results And Action Plan ✓ Solved

Employee Engagement Survey Results Action Work Plan

Employee Engagement Survey Results Action Work Plan

Create a 3- to 4-page annual Action Work Plan that defines SMART goals, objectives, and strategies for employee engagement in a healthcare organization based on survey results. The plan should identify desired results, how success will be measured, analyze and delegate tasks, list tactics, create a timeline of events, and list expenses to create a budget. Cite at least 3 reputable references to support your assignment and format according to APA guidelines.

Paper For Above Instructions

Introduction

Employee engagement is a critical aspect of organizational success, particularly in the healthcare sector where job satisfaction directly influences patient care quality. This Action Work Plan aims to outline strategies derived from an employee engagement survey, aiming to enhance engagement levels within the organization. To effectively address the results of the survey, this plan will establish SMART goals, identify desired outcomes, delegate tasks, and create a budget and timeline for implementation.

Defining SMART Goals

SMART goals are specific, measurable, achievable, relevant, and time-bound objectives that guide the Action Work Plan. The following are the SMART goals derived from the survey results:

  • Specific: Increase employee engagement scores from 70% to 85% within one year.
  • Measurable: Utilize quarterly surveys to measure engagement levels and progress toward the goal.
  • Achievable: Implement training programs and recognition initiatives that have proven successful in comparable organizations.
  • Relevant: Align goals with the organization’s strategic vision of improving employee morale and retention.
  • Time-bound: Achieve these goals by the end of the fiscal year.

Objectives and Strategies

To accomplish the defined SMART goals, the following objectives and strategies will be implemented:

  • Objective 1: Improve communication channels within the organization.
  • Strategy 1: Establish regular town hall meetings and feedback sessions.
  • Objective 2: Enhance employee recognition programs.
  • Strategy 2: Develop an Employee of the Month program and peer recognition initiatives.
  • Objective 3: Foster employee development and training.
  • Strategy 3: Implement mentorship programs and regular training workshops.

Desired Results

Successful execution of the Action Work Plan aims to achieve the following desired results:

  • Increased employee satisfaction and engagement scores.
  • Reduced turnover rates and improved employee retention.
  • Enhanced interdepartmental communication and collaboration.
  • Higher levels of employee participation in training and development initiatives.

Measuring Success

To ensure the effectiveness of the Action Work Plan, success will be measured through various methods:

  • Quarterly employee engagement surveys to assess progress.
  • Analysis of employee retention and turnover rates.
  • Participation rates in training and recognition programs.
  • Feedback from employee focus groups.

Task Analysis and Delegation

Successful implementation of the Action Work Plan requires a clear analysis of tasks and delegation:

  • Task 1: Coordination of town hall meetings.
  • Delegate to: HR Manager
  • Task 2: Development of recognition programs.
  • Delegate to: Employee Engagement Committee
  • Task 3: Planning and scheduling of training workshops.
  • Delegate to: Training Coordinator

List of Tactics

In order to achieve the desired outcomes, the following tactics will be utilized:

  • Surveys and feedback tools to gather employee input regularly.
  • Incentives for participation in engagement initiatives.
  • Use of internal communication platforms to enhance transparency.

Timeline of Events

The implementation of the Action Work Plan will follow a structured timeline:

  • Quarter 1: Initial survey distribution and town hall meeting to discuss findings.
  • Quarter 2: Launch of recognition programs and implementation of training sessions.
  • Quarter 3: Mid-year review of engagement strategies and adjustment of plans as needed.
  • Quarter 4: Final survey and gathering of results to assess overall impact.

Expenses and Budget

The estimated budget for implementing the Action Work Plan is as follows:

  • Employee Engagement Survey: $1,000
  • Training Programs: $5,000
  • Recognition Program Costs: $2,000
  • Communications and Marketing: $1,500
  • Total Budget: $9,500

Conclusion

In conclusion, this Action Work Plan establishes a framework for enhancing employee engagement based on survey results within a healthcare organization. By setting SMART goals, defining strategies, measuring success, and addressing budgets and tasks, the organization aims to foster a more engaged and satisfied workforce, ultimately leading to improved patient care and organizational performance.

References

  • Gallup, Inc. (2020). State of the American Workplace. Gallup Press.
  • Kahn, W. A. (1990). Psychological conditions of personal engagement and disengagement at work. Academy of Management Journal, 33(4), 692-724.
  • Robinson, D., & Judge, T. A. (2017). The Role of Performance Management in Employee Engagement. Engaged!, 15(2).
  • Harter, J. K., Schmidt, F. L., & Hayes, T. L. (2002). Business-unit-level relationship between employee satisfaction, employee engagement, and business outcomes: A meta-analysis. Journal of Applied Psychology, 87(2), 268-279.
  • Maslach, C., & Leiter, M. P. (2016). Burnout and Engagement: A Controversial Idea. World Health Organization.
  • Schaufeli, W. B., & Bakker, A. B. (2004). Job demands, job resources, and their relationship with burnout and engagement: A multi-sample study. Journal of Organizational Behavior, 25(3), 293-315.
  • Bakker, A. B., & Demerouti, E. (2014). Job demands-resources theory. In Work engagement: A handbook of essential theory and research (pp. 1-28). Psychology Press.
  • Deloitte. (2021). Global Human Capital Trends 2021: The social enterprise at work. Deloitte Insights.
  • Patel, S. (2018). Maximizing Employee Engagement Through Effective Training Programs. HRM Magazine.
  • American Psychological Association. (2019). The Importance of Employee Engagement. APA Psych 101.

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