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:
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.
If you know what drives and frustrates you, the company will be able to help engage you – provided that you share this information.
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:
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.
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.
If employees are expected to share their drives and frustrations, line managers better be providing a listening channel.
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: