Scenario Planning for Employee Engagement Development

Abstract

This research examined scenario planning for development of employee engagement in PT XYZ. Employees who, did not see any career path opportunities in the company, and dissatisfied with working environment regarding rewards and recognition for work performance tended to experience low engagement. The purpose of this research was divided into 4 (three): 1) to identify and analyze the existing employee engagement quality and factors 2) to understand employee needs and expectations in developing employee engagement, and 3) to create scenarios planning for employee engagement development in the company. The research used a qualitative-quantitative method, aligned with interview and survey results, focused on the method of scenario planning stage consisting of Tracking, Analyzing, Imaging, Deciding, and Acting (TAIDA). There were 4 (four) scenario planning that could develop employee engagement and effect organizational performance outcomes. Based on those four-scenario planning matrix, employees in the company fell into the “We Can” scenario. In this scenario, employees were at the level of moderate engagement and the company was currently facing challenges. The “We Can” scenario planning can be implemented by focusing on the performance appraisal and feedback from leaders to gain recognition, appreciation, and employee and career development to enhance the level of engagement. The acting step will help to create the short-term planning (in a year) according to the trends that need improvement that can be implemented by the company. If this “We Can” scenario planning can be implemented, employees can be more productive and committed to achieving organizational goals.