Employee Engagement Toolkit

OBT is seeking a volunteer skilled in HR management to help us develop an Employee Engagement Leadership Toolkit. This project focuses on developing the strategic framework needed to measure and sustainably improve staff engagement.

Through this project, we aim to create:
- A clear, “target picture” document defining how employee engagement should be measured and managed at OBT
- Simple, data-driven frameworks for measuring engagement
- Action planning templates that include clear guidance on interpreting results, prioritizing actions, and assigning ownership
- A requirements checklist to assist leadership in eventually selecting a lightweight, cost-effective engagement tool.

The goal is to equip leadership with a scalable, low-burden approach to improving employee engagement—one that balances impact with our constraints on time and cost.

Employee engagement is foundational to OBT’s ability to deliver on its mission of expanding access to employment and career pathways.

Given our lean operating model, every team member plays a critical role in delivering high-quality programs and services. However, without a structured approach to measuring and improving engagement, we risk burnout, misalignment, and missed opportunities to better support our staff.

By building a clear, data-driven approach to employee engagement, this project will:
- Enable leadership to make more informed decisions about how to support and develop staff
- Create a consistent process for identifying challenges and taking action across the organization
- Improve staff experience, alignment, and retention
- Strengthen accountability by assigning clear ownership and timelines for engagement-related improvements

Ultimately, this work will help us build a more engaged, supported, and effective team—allowing us to better serve our community while maintaining a sustainable and efficient organizational model.

We will set this project up for success by ensuring strong leadership engagement, clear priorities, and practical constraints are built into the process from the start.

Specifically, we will:
- Provide direct access to Co-CEOs to ensure alignment on the “target state” and enable timely decision-making
- Assign a dedicated internal point of contact (HR Generalist and/or leadership team member) to coordinate logistics and communication
- Share all relevant context, including current HR practices, and existing tools and workflows
- Facilitate focused input from a small group of managers and staff to ensure solutions reflect real needs without overburdening the organization
- Clearly define scope, deliverables, and milestones at project kickoff

We will also be intentional about designing for sustainability—ensuring that any tools, processes, or recommendations can be maintained with minimal administrative burden and limited dedicated HR capacity.