Employee engagement is not just the HR and management’s responsibility. It’s a joint effort.
Strong employee engagement is linked to improved revenue, safer work sites, higher productivity and enhanced product quality, to name a few. Yet engagement figures are globally not high, and it continues to be a challenge for many organizations.
Who is, ultimately, responsible for employee engagement?
Employees Need Support from Management
Although engagement starts from the top, employee engagement as a whole is a model where everyone can play a part. Managers control the environment and culture of the organization, and they need to set a framework where employees can succeed and thrive. Direct managers have a significant effect on motivation and support for working on a day-to-day basis. But in addition to managerial efforts, employees play a key part in becoming engaged.
Employees are Important in Shaping the Working Environment
Although managers account for 70% of the variance in employee engagement, individuals must assume a part in becoming engaged at work, especially if they do not experience their manager as providing that motivation for them. Employees are responsible for creating the immediate environment around them, assuming ownership of their work and innovating whenever they can.
Individuals’ engagement is made much easier when they have an environment, the necessary knowledge and tools available as engaging as possible. This is why it’s important to encourage discussion, give feedback and adjust processes for supporting employees’ work on an individual level, if necessary.
Company culture matters for everyone
Company culture needs a framework that supports communication and enablement, but it’s the individuals who make working at a certain place what it is on a daily level. With enough support and recognition, everyone can create a positive working environment, and support the team they work for.
Engaged employees will improve communication internally and align employees more closely with each other. When employees feel like they are valued and that they enjoy their work, they are more likely to spread their feeling of recognition to their colleagues and contribute to shaping a positive company culture.
HR can find the right talent
If HR can find talent fit for their positions, these employees are likely to be more engaged to their work. Cultural fits can significantly contribute to the existing company culture and they are less likely to leave than those who do not feel as though they are a part of the community.
HR can also facilitate connections between employees; set discussion frameworks and systems for gathering feedback from employees. Setting up guidelines for recognition and rewards is also a way to approach recognition, but keep in mind that engagement cannot bought with money or material offers. Also pay attention to the possibilities provided by social and referral recruiting.
Employees Need Incentivization
Nothing can replace the essential components of engaging employees: pay, paid vacation and other important components of a working relationship. But there are also other factors that can significantly shape engagement.
Employees want open communication more than anything else, says a study by 15Five (source: CMSWire). Having the right tools in place and encouraging discussion is key for making this happen. When employees have a channel to voice their opinions and contribute professionally to industry-related matters, they can become engaged with their work on a daily level.
Everyone is Responsible for Employee Engagement
All departments and every individual are responsible for creating engagement at the workplace. And when employees are engaged and motivated, everyone reaps the benefits.
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