Could you offer a comprehensive blueprint for crafting an employee engagement strategy, that specifically emphasizes on the following arenas - [Elucidate specific areas of engagement such as Learning and Development, Diversity and Inclusion, Work-Life Equilibrium, Rewards and Recognition, etc.]? The plan should cater to the requirements of a [Specify the size - Small/Medium/Large] sized organization with a [Global/National/Regional] presence, predominantly functioning in the [Specify the industry or sector in which the organization is operating]. Moreover, the strategy should also address and provide potential solutions for [Specify the unique challenges faced by the organization such as high turnover rates, low morale, lack of diversity, etc.]. Additionally, if feasible, integrate the latest trends and technologies that could augment the effectiveness of the engagement plan.

"What are some effective strategies to increase employee engagement [among different employee groups such as frontline workers, managers, or new hires], in [a highly competitive market], [during a period of high growth or downsizing], or [with a distributed team]?"

"How can I incorporate feedback from my employees [using specific feedback channels such as town halls, surveys, or focus groups], [with different language requirements for a multilingual workforce], to ensure its success [across different geographic locations or time zones], [with limited resources or tight deadlines]?"

"What are some ways to measure the success of my employee engagement plan, [using specific metrics such as retention rate, employee productivity, or customer satisfaction], [in a unionized workplace], [with multiple generations or diverse backgrounds], and how often should I do so [based on the specific goals and timeline of the plan]?"

"What are some common mistakes to avoid when creating an employee engagement plan, [related to specific issues such as burnout, conflict resolution, or technology integration], [with a geographically dispersed workforce], [with a team that works irregular hours], and how can I prevent them [by building a culture of trust and transparency, involving employees in the process, or providing ongoing support and training]?"