Engagement Model
An Engagement Model is a structured approach to involving and working with employees during organizational changes. Think of it as a roadmap that shows how to get people on board with new ways of doing things. It helps ensure that changes in a company are successful by planning how to communicate with employees, gather their input, and help them adapt. Change managers use engagement models to reduce resistance to change and increase the chances that new initiatives will stick. You might also hear it called a "stakeholder engagement framework" or "change adoption strategy."
Examples in Resumes
Developed and implemented Engagement Model that increased employee adoption of new software by 85%
Created comprehensive Engagement Model and Stakeholder Engagement Framework for company-wide digital transformation
Led the design of Change Engagement Model resulting in successful merger of two departments
Typical job title: "Change Management Consultants"
Also try searching for:
Where to Find Change Management Consultants
Professional Associations
Online Communities
Learning Resources
Example Interview Questions
Senior Level Questions
Q: Can you describe a time when you had to modify an engagement model due to unexpected resistance?
Expected Answer: Look for answers that show experience in adapting strategies, understanding of human behavior, and successful outcomes in challenging situations. They should mention measuring success and lessons learned.
Q: How do you measure the success of an engagement model?
Expected Answer: Strong answers will discuss both quantitative metrics (participation rates, adoption metrics, survey results) and qualitative feedback (employee testimonials, behavioral changes). Should emphasize importance of baseline measurements.
Mid Level Questions
Q: What key elements do you include when creating an engagement model?
Expected Answer: Should mention communication plans, feedback mechanisms, training approaches, and ways to measure success. Look for understanding of different stakeholder needs.
Q: How do you handle stakeholder resistance in your engagement model?
Expected Answer: Should discuss identifying resistance early, understanding root causes, tailoring communication, and having specific strategies for different types of resistance.
Junior Level Questions
Q: What is an engagement model and why is it important?
Expected Answer: Should explain that it's a structured approach to involving people in change, helping ensure success through proper communication and support.
Q: What communication channels would you include in an engagement model?
Expected Answer: Should mention various channels like emails, meetings, workshops, internal social media, and explain why different channels work for different audiences.
Experience Level Indicators
Junior (0-2 years)
- Basic understanding of change management principles
- Ability to create simple communication plans
- Support in implementing engagement activities
- Basic stakeholder analysis
Mid (2-5 years)
- Design of comprehensive engagement models
- Stakeholder resistance management
- Change impact assessment
- Training program development
Senior (5+ years)
- Strategic engagement planning
- Complex stakeholder management
- Change leadership
- Measurement and ROI analysis
Red Flags to Watch For
- No experience with stakeholder analysis or management
- Lack of understanding of basic change management principles
- Poor communication skills or inability to explain complex concepts simply
- No experience measuring engagement success
- Inability to demonstrate adaptability in approach
