The Holistic Engagement Approach

Step 1: Create an Engagement-friendly and Meaningful Workplace

• Use statistically validated diagnostic engagement surveys to identify and isolate the issues that impact engagement at an organizational, leadership and at team level (more about the Flow@Work engagement survey)
  
• Craft engagement strategies and action plans that are based on data-driven observations, insights and best-practices recommendations developed by a team of industrial psychologists
  
• Address all facets of engagement at business unit and team level – from an engagement-aligned culture and relationships at work, to an enabling work environment
  
• Do follow-up remeasure surveys at least annually for comparison and benchmarking purposes and to update your engagement strategies and action plans
  

Step 2: Make your Employees part of the Engagement Journey

• Provide all survey respondents with personalized engagement reports with best-practices recommendations based on their confidential survey responses (generate your own Personal Engagement Report...»)
  
• Make engagement a talking point at all levels by empowering your employees to take ownership of their own engagement
  
• Adapt and align the feedback reports with your HR practices, and include learning content where required
  
• As a bonus, increase survey participation rates by positioning personalized feedback reports as both an incentive and a reward for participating in the survey
  

Step 3: Mobilize and Empower Leaders to Drive Engagement at Team Level

• Decentralize engagement by mobilizing leaders at business unit and team level to track and drive engagement with data-driven insights and best-practices recommendations
  
• Reinforce leadership behavior and address areas of concern or underperformance with positive Continue and actionable Improve insights
  
• Use targeted pulse surveys to monitor the levels of engagement over time and to track the efficacy and outcomes of interventions at business unit and team level
  
• Embed learning material and online content that reflects your organizational culture and HR practices as the basis for contextual, just-in-time learning opportunities
  

Step 4: Equip Leaders with 360 Reviews to Effectively Drive Engagement

• Provide leaders with developmental 360 feedback regarding the 11 leadership dimensions and 3 leadership behaviors that have a direct impact on engaged leadership effectiveness
  
• Analyze the aggregate assessment data in the analytics dashboard to identify skills gaps and developmental opportunities at individual, team and organizational level
  
• Use your org structure as the basis to auto-populate 360 rater lists and to administer and track the completion of 360 assessments, with unlimited raters per assessment
  
• Customize the leadership assessment model and feedback or coaching reports (see example...) to reflect your organizational culture and HR practices