If you're serious about increasing employee engagement, it's time to realize the right responsibilities for each team and develop a solid strategy and necessary skill set. A higher rate of employee engagement is often the result of a collective effort, where everyone takes up their part of the responsibility to bring in the right results. 

Here’s what it looks like  — 

1. Responsibilities of Leadership:

Employee engagement is a top-down process. This does not necessarily mean that all responsibilities of organizational-wide engagement are on the leader’s shoulders. But it does mean the leaders have to take up the responsibility to encourage employees to be accountable for their work.

1. Since leaders are most well-versed with the company's core values, they must lead by example and develop the foundation for a high engagement culture.
2. They must set and communicate organizational goals at the granular level as well as facilitate employee training or development programs to bridge the skill gap. When employees know what to do and how to do it well, they are more likely to be engaged.

2. Responsibilities of HR team:

HR teams have to understand the leaders’ expectations and ideas of engagement that they want to pass down to the employees and then streamline the process with their technical expertise.  

1. Streamline the work among managers and employees making sure that there are no hurdles in the path to employee engagement.
2. They brief the managers on how to implement engagement initiatives within their teams.
3. They help in setting the right base for employee engagement by providing managers with the right tools or employee engagement software.
4. It is the HR teams that take the engagement initiative from the leaders and help it drive for the managers and the employees. 

3. Responsibilities of Line Manager:

They are the first and the most constant line of communication with the employees, so it's their responsibility to bring employees into the practice of keeping their experience and engagement high. 

1. Build a solid, trustworthy line of communication with each team member.
2. Help employees understand the initiatives taken for improving engagement.
3. Encourage and appreciate individuals that showcase development and improved team performance.
4. Create compelling goals with your workers.
5. Constantly communicate about any hurdles faced by the employees while working on engagement.

4. Responsibilities of employees

They are the most integral part of employee engagement. Even though we know that engagement is a top-down process, it is only possible when employees follow those initiatives and take steps towards improvement and development.

1. Utilize all available resources and training and benefits available for them.
2. Employees should be responding to daily challenges at work in a constructive manner.
3. Offer continuous feedback on whether the engagement strategies are working or not.
4. Take the engagement strategy as a personal tool for improving your skills, your experience, and overall organizational success. 

Conclusion

Employee engagement is a collective group effort in an organization. It is a process that is — initiated by the leaders, streamlined by the HR team, implemented by the line managers, and followed by the employees. No single group holds the key to success. However, if all of these groups strive to work together, achieving employee engagement is considered easy work, which in return drives the organization towards success.