The 4 Players in the Game of Employee Engagement

This is a guest post by Paul Keijzer, CEO and Managing Partner of Engage Consulting. His focus is on transforming top teams across Asia’s emerging markets. Paul provides an excellent summary of the roles of the critical players to create effective employee engagement.

 

Employee Engagement is Not Just for HR

There’s no questioning the fact that everyone’s involvement is crucial for employee engagement to be successful. Much of the past has been targeted at getting the HR department to successfully drive employee engagement and the subsequent results to the company’s bottom line. Now that the business world has more or less agreed that employee engagement across all levels triggers the greatest business results, let’s take a look at the roles that everyone has to play to make employee engagement a success – and I guarantee you, it’s not just the HR department.

 

1. The Employee

No matter where you work, the fact is that unless you, as an employee, want to be engaged, no amount of engagement programs and tools are going to increase your engagement levels. Employee engagement is a two-way street and employees must play their part. The key responsibilities of any employee for employee engagement are:

Make Yourself “Engageable”

Being engageable is a mindset which involves positivity, a can do attitude, avoiding office politics and a few more key characteristics. Put yourself in this mindset to get you the opportunities you want.

Understand What Drives and Frustrates You

If you know what drives and frustrates you, the company will be able to help engage you – provided that you share this information.

Pro-Actively Resolve Issues

Nobody is perfect and neither is any organization. If and when your boss makes a mistake regarding your engagement, inform them quickly and provide a solution.

“Unless you want to be engaged, no programs and tools will work.” -@Paul_Keijzer

 

2. The Line Manager

People don’t leave companies, they leave managers. Take it one step further and it becomes, “People aren’t engaged by companies, it’s their line managers who do the engaging.” Some steps that line managers can take are:

Removing Barriers

Managers must remove barriers which can stop an employee from reaching their desired goal. Meeting weekly to discuss hurdles and accomplishments is a great way to do this.

Encourage Efforts and Reward Results

Rewards set standards for colleagues and promote healthy competition. Of course, every effort and result shouldn’t be rewarded equally; that would defy the purpose.

Identify What Drives Your Team

If employees are expected to share their drives and frustrations, line managers better be providing a listening channel.

“Companies do not engage people, line managers do.” -@Paul_Keijzer

3. The CEO

You may wonder how someone who’s supposed to be looking at the overall success of the organization can affect how people work on a daily basis. This is how any CEO can positively impact employee engagement:

Leading The Internal Talent Wars

The War for Talent

Every day there is a war for talent.  When the economy is roaring, the war gets a lot of attention.  Human Resource departments will circulate reports about the hot market.  Reporters jump into the fray with articles warning executives about the market.  Managers quickly realize that the market is hot, not only because of the articles, but also because recruiters start calling more often.

“A great person attracts great people and knows how to hold them together.” Johann Wolfgan von Goethe

 

No company wants to see the best people leave for other opportunities no matter what the economy is like.

Winning the talent war is a complex goal combining leadership, culture, opportunity and other intangibles.

The war for talent happens every day, in every economy, and inside of every organization.  It doesn’t just happen when the economy is expanding, nor in the hot sectors like technology.  It rages on everywhere, in every organization, continuously.

Instead of looking at companies battling for talent, look at it from a different perspective.  Consider the talent wars raging INSIDE the organization.

Step back from it all, and be on the alert inside of your company:

 

Watch the leaders who attract talent.

 

Yes, leaders who attract outside candidates are worthwhile to watch.  More interesting is to see if a leader attracts talent from within the company.  That means that the manager has created a unique environment, a culture that is worth watching.

 

Watch the leaders who send the talent.

 

Some managers are especially good at sending leaders.  This means the person or group may be especially good at developing next generation leaders.  As a result, the manager ends up with raving fans throughout the organization.  Study this person’s methods and replicate the success.  Leadership is not about direct control but about influence.  This manager’s influence is likely growing faster than others.