Employee engagement action planning
Empower your managers and drive employee experience
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Help managers act on their team’s feedback with customisable employee engagement action plans created just for them. Automatically pinpoint opportunity areas for every manager in the organisation and leverage Qualtrics EmployeeXM technology to automatically provide specific actions and best-practice guidance to help them improve the experience for their teams.
- Create a closed-loop system to ensure employee feedback is turned into action
- Empower managers by making their data, insights, and recommendations fully accessible and actionable (no long HR write-ups that get lost in a paper trail)
- Automatically deliver manager action plans based on their team’s feedback results using AI technology
- Use Qualtrics best-practice content or upload your own
Take action on employee engagement feedback — and drive business results
Close the loop on employee feedback
When people’s feedback results in real change, they’re much more engaged. EmployeeXM Engagement Action Plans create a closed-loop system, giving every leader and manager the power to make an impact in the areas their people care about most.
Let managers take action while HR focuses on the rest
Now, managers can easily see the areas they need to focus on and track their progress as they take action — gone are the days of paper reports sitting on desks while HR crosses their fingers that each manager will know what to do next. This frees up your HR team to focus on strategy, and gives managers all the guidance and support they need to improve the experience for their people.
The most configurable action-planning solution on the market
Your employee engagement action plans are completely adaptable to your business’ needs. Because they’re fully integrated with the EmployeeXM platform, you get customisable best-practice actions designed by our team of I/O psychologists. Or, if you prefer, you can use your own content and best practices to help guide manager action and embed a culture of action in your organisation.
Start turning feedback into action and
boost employee performance
See what's happening across the organisation
As well as giving managers the tools to take control of their own growth, HR leaders can view all action plans in motion, so you can check in with managers and guide the organisation’s strategic transformation. Identify what’s working so you can scale best practices and identify where managers may need more support.
Know exactly what to focus on
Using Artificial Intelligence, EmployeeXM automatically surfaces the actions likely to have the biggest impact on your people so managers know exactly where to focus, and what to prioritise to create breakthrough employee experiences.
What is an employee engagement action plan?
Employee engagement action planning FAQs
Employee engagement action plans enable organisations to identify key employee engagement drivers, prioritise the actions most likely to support and improve them, and keep people accountable for the changes implemented.
Using an employee engagement action plan is crucial as when correctly implemented, it helps to establish the right conditions and practices for team members to do their best work. Through employee engagement action plans, organisations can increase motivation, collaboration and overall performance across operations.
Employee engagement plans are typically drafted after employee survey results (or an employee pulse), as this gives management and senior members of staff the data they need to uncover critical engagement drivers.
But before analysing the data, you should work out what you want to achieve using employee action plans, whether that’s increasing retention, boosting morale, employee connectivity or more.
Once you’ve gathered the data, work with your managers and senior staff to identify areas of opportunity and improvement for each team. Then, speak with team members to get their input on the data and ideas to implement.
Following the discussion, managers can then start to build idea boards, talking with the team to prioritise specific ideas or actions. Over time, they should collect feedback to see what’s working and what isn’t.
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