Who Is Responsible for Employee Engagement?

We found an interesting article the other day about who really shoulders the responsibility of employee engagement. Only one team member, or level, should never be on the receiving end of the pointed fingers, because there is a responsibility amongst the team to carry their own share of it.

Employee engagement is necessary. With no engagement, there is no productivity. No productivity will financially burden any business, large or small. So when productivity falters, who is to blame with the lack of engagement?

The blog post by TLNT, Should Employees Be Accountable For Their Own Engagement?, asks the question, “whose job is it to increase engagement?”.

Is is the C-level? HR Department? Department managers? The employees themselves?

Employee engagement happens on every level. It defines the success (or downfall) of an entire company. Employee engagement should not fall solely on the shoulders of the employees. After all, if they are disengaged enough, there is no incentive for them to stay in the company for any longer. Talented employees have options. If their engagement drops, it reflects poorly across the company on every level.

So how does a company come together as a team to work towards building a plan for better engagement? These steps hold every position and level accountable for creating greater engagement in the work place.

Step one: Speak up, employees! What makes you tick? What are the leadership styles that resonates with you the most? Which office programs do you find the most effective? Least effective? Express your opinions and ideas to your supervisors. Innovation and creation needs to come from every level.

Step two: Now’s the time to listen, managers. It is no longer ‘your way or the highway’. Managing a group of people is not dictating them; it is listening to their concerns and solving problems. Your priority is to make sure the group that you see every day, every week, or every month, is happy. What do they need in order to be successful?

Step three: The HR Department needs to get, and stay, organized. An unorganized HR Department will lead to messy relationships amongst the team. You are the glue of the company – so keep those gears together and running smoothly.

Step four: This is the chance for the executives and C-level management to become involved. Remain transparent in the company’s transactions. Transparency and authenticity motivates employees by building a greater awareness of the company’s goals and plans. Employees on every level want to feel included; they are an important piece of the puzzle, so treat them like it.

Employee engagement affects every part of the company – which is exactly why every level has a responsibility in keeping engagement and productivity high.

How do you keep your employees engaged? What keeps you engaged and productive in your job? Tell us in the comments section below!

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