Employee Engagement Calendar for 2024

What is an employee engagement calendar?

An employee engagement calendar is an essential tool for HR to ensure engagement initiatives are planned and implemented in a strategic manner. Think of this calendar as your roadmap to building a stronger team. It’s more than just a schedule; it’s a strategic approach to improve engagement levels

Forget about rigid templates or one-size-fits-all manuals. Whether it’s a simple list of key dates or a comprehensive plan for the year, you can adapt it to what works best for your organization needs. 

Benefits of an employee engagement calendar

  • Enhanced Employee Engagement: Regularly scheduled activities and events keep employees engaged, motivated, and connected to the company culture. 
  • Improved Communication: An engagement calendar also serves as a communication tool, ensuring employees are aware of upcoming events and initiatives. 
  • Better Planning and Organization: It allows for better resource and event planning, ensuring that activities are well-organized and effectively executed. It also saves time for the HR team to focus on other priorities. 
  • Increased Participation: By scheduling events in advance, employees are more likely to participate, as they can plan their schedules accordingly.
  • Reinforcement of Company Values: Events and activities can be aligned with the company’s core values and culture, helping to reinforce these values among employees.
  • Diversity and Inclusion: The calendar can be designed to celebrate a diverse range of cultural events and holidays, promoting inclusivity and respect for different backgrounds within the workforce.
  • Attraction and Retention of Talent: A well-executed engagement calendar can make the organization more attractive to potential employees and help retain current staff by demonstrating the company’s commitment to a positive workplace culture.

7 Easy Steps to Create an Effective Employee Engagement Calendar

1. Identifying Key Engagement Areas

Start by pinpointing the critical areas of engagement. These should resonate with your company’s core values, reflect the diverse interests of your employees, and embrace inclusivity. 

For example – focusing on activities that can help improve work life balance and personal growth for employees, as it is an important part of your company culture.

2. Gathering Employee Input

Incorporating employee feedback is crucial. This step not only makes your team feel valued but also ensures that the planned activities are relevant and eagerly anticipated. 

For Example: Use EngageWith to conduct a recurring survey to gauge interest in different types of activities, or have a suggestion box in the break room for ongoing feedback. 

3. Setting a Timeline

Determine the frequency and timing of activities. A well-spaced and thoughtfully timed calendar prevents burnout and ensures maximum participation. Consider seasonal factors, company milestones, and employee availability when setting this timeline.

For Example: Plan activities around less busy periods to ensure higher participation. For instance, schedule team-building retreats post-major project completions or align wellness programs with stressful periods to offer relief.

4. Diverse Activities

Incorporate a balanced mix of activities in your calendar to cater to different preferences:

  • Professional Development: Workshops or seminars for skill enhancement and career growth.
  • Team Building: Activities that promote collaboration and strengthen relationships.
  • Wellness Initiatives: Programs focusing on physical and mental well-being.
  • Cultural Celebrations: Events that honor local festivals or significant dates, enhancing cultural understanding and appreciation.
  • Community Service: Encouraging volunteering opportunities.
  • Informal Gatherings: Fun events like virtual games or in-person socials to relax and bond.
  • Birthday and Work Anniversary: Include employee birthdays and work anniversaries. A simple appreciation message would go a long way. 

5. Assigning Roles and Responsibilities

Delegate tasks and responsibilities to ensure smooth execution. Assigning roles encourages ownership and accountability among team members.

For Example: Appoint an ‘Event Champion’ for each activity to oversee arrangements and encourage participation.

6. Communicate Well

To make the engagement calendar effective, communication must be crystal clear and strategic. Share announcements during townhall, send email reminders, use company forums to create a buzz on the upcoming events. It’s crucial to find the right balance in communication frequency – enough to keep everyone informed and engaged, but not so much that it becomes overwhelming.

For example: Introduce a monthly “Engagement Update” at town hall meetings to spotlight upcoming activities.

7. Evaluate and Adjust

Continuously refine your engagement calendar based on employee feedback. This responsive approach ensures that the engagement calendar remains relevant and genuinely beneficial to your employee.

For example: If employee feedback shifts from professional development workshops to a preference for health and wellness programs, adapt your calendar to prioritize these activities. 

By following these steps, you can create an Employee Engagement Calendar that not only boosts morale but also aligns with your organization’s goals and values, leading to a more engaged and productive workforce.

Get Started

Download these PDFs to start planning out engagement activities for the year. 

Mariam Mushtaq

I'm a Content Writer at Springworks. Drawing from my early career experience in HR, I bring a unique, insider's perspective. Driven by a passion for the People and HR function, I research and write about topics such as employee engagement and the future of work.

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