Use this playbook to define the responsibilities of employee engagement for leadership, HR team, and managers.
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 —
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.
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.
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.
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.
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.