It may seem impossible to find an employee engagement strategy template that works for your company.

After all, the workforce has never been more diverse. Age ranges span The Greatest Generation, Boomers, Gen X and the Millennials (with Gen Z right around the corner!). Remote teams combine global cultures. Plus there’s racial and gender diversity, varying political beliefs, and every education level imaginable. That’s a lot of differences.

Diversity: the art of thinking independently together.

Malcolm Forbes

We’re big fans of diversity. Variety is the spice of life (and the workplace).

But more than that, investing in diversity boosts business results. The Harvard Business Review article, How Diversity Can Drive Innovation, states, “Employees at [companies with leadership diversity] are 45% likelier to report that their firm’s market share grew over the previous year and 70% likelier to report that the firm captured a new market.”

However, there are times where workplace diversity can present a challenge for creating a cohesive employee experience. Employees with different backgrounds will engage differently. As a result, it can be tricky to develop an overarching strategy for employee engagement – much less find an employee engagement strategy template that applies to all of them.

We have good news. Here at YouEarnedIt, we’ve done a lot of research on what it takes to build an engagement-centric culture.

The results? Four foundational principles that resonate with nearly every employee, regardless of culture, age, education, or even their level in the company.

Our latest guide: A Blueprint for Effective Employee Engagement uses those principles to deliver an employee engagement strategy template for a diverse workforce.

Employee Engagement Strategy Template

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Four Core Principles for Employee Engagement

Despite all the differences, most employees want the same basic things (and it isn’t just to get paid more!) built in their day to day job. These engagement boosters fall into four categories:

  • Meaning. Letting employees feel they have a part in their group’s
    direction, their own work, and even the company’s goals adds meaning and
    purpose to their job.
  • Connection. Employees want to feel connected to their coworkers, their managers, and the company goals.
  • Gratitude. Employees are more motivated by a good thank you than they are their paycheck. (If you don’t believe us, you can check out this Fast Company Article.)
  • Impact. Impact on company direction. Impact on the community. Impact with their job. Employees want to influence the world around them.

Employee Engagement Strategy Template in Action

We’ve seen these principles resonate with more than 110,000 end-user employees in a wide variety of industries. Here are a few examples of what they can deliver when applied to a diverse employee base:

  • Slice turnover. MXM connected with their employees through all stages of the employee lifecycle and cut their turnover in half. A rare feat in an industry where turnover averages 30%.
  • Cure growing pains. Zuora used gratitude as a way to help employees stay connected to corporate values even when they were doubling in size.
  • Recruit and Retain employees. Bear State Bank supported their employees so that they could have more impact on the customer experience. The efforts have even boosted their recruiting and retention rates.
  • Win awards for being a great place to work. Crafton Tull used recognition to give employees more meaning in their day-to-day jobs, and was named one of the top 50 firms to work for in the US and Canada.

To learn how you can apply these principles in your workplace, you can download our guide: A Blueprint for Effective Employee Engagement.

And then, you can, like Malcolm Forbes suggests, bring all those diverse independent thinkers together to grow your business.

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Susan Mack