As an HR topic, employee engagement has been hugely popular in recent years There is a general acceptance that we have an engagement problem – that employees are for the most part, not as engaged as we would want them to be, and that this in turn has a knock-on negative impact on to productivity and business performance.
There are those that argue the case for employee engagement, and equally there are those that are significantly more cynical about it. Whichever position you adopt, there is little hard evidence that increasing employee engagement will in turn improve overall business success or financial performance. That doesn’t mean it isn’t worth focusing on, but it does mean HR professionals need to be careful how they position it within their organisations.
We take a simplistic view of employee engagement. We believe that it is an outcome of good people practices and the effective leadership of people.
There are some other things that we believe to be true about the subject employee engagement:
• Measuring engagement is not as easy as a number or a percentage, because engagement is about how people feel. And that isn’t all that easy to quantify.
• Employee engagement is not about doing an annual survey, and an annual survey is not your employee voice. Employee voice is much, much more than.
• Employee engagement is not a programme, or a work stream, or an activity in its own right. Treating it as such as such suggests it is separate to the day job. For HR and people managers, it is the day job. Or at least it certainly should be.
• Employee engagement is not the responsibility of the HR function, but of everyone – leaders in particular.
• Employee engagement does not have an easy return on investment, despite what some people will have you believe.
• Employee engagement doesn’t have a neat, universal definition. Engagement is contextual and will look and feel different from place to place.
• Engagement should not be pursued in its own right – and neither should an increase in an arbitrary percentage or score.
Employee engagement is a key part of what all HR professionals do every day; whether that is the language that is used to describe it or not. It's the driving factor that helps employee keeps intact with organziation goals.We set the scene, send the signals, create the culture – and it all starts at the beginning of the employee lifecycle. From the first sight of a job advertisement through to the day that someone gets their salary, every interaction is an opportunity to engage or disengage. Some of these touchpoints are overlooked. Some of them from time to time get a resurgence of attention under a fancy new name (“onboarding” anyone?). These touchpoints and key HR disciplines are how most employees (including line managers) experience HR.
We will come to the specific issue of employee engagement surveys in a later chapter. In the meantime, here are some recommendations from us on employee engagement:
• Decide what “employee engagement” means for your own organisation. Although there is plenty of theory about core areas that support employee engagement wherever you work, there are some aspects to it that are organisation-specific and contextual to you. What does good look like based on your own particular context and organisational challenges?
• Consider what disengages your employees, not just what engages them. Little niggles can become big things. Find those things about your organisation that bug people and see if you can take them away.
• Make sure that you understand what drives engagement.
Role of Human Resource In Organization. Human Resource Management.Practical guide to Human Resource. Human Resource Definition.Human Resource certification.Human Resource employment
Role of Human Resource In Organization. Human Resource Management.Practical guide to Human Resource. Human Resource Definition.Human Resource certification.Human Resource employment
Role of Human Resource In Organization. Human Resource Management.Practical guide to Human Resource. Human Resource Definition.Human Resource certification.Human Resource employment
Role of Human Resource In Organization. Human Resource Management.Practical guide to Human Resource. Human Resource Definition.Human Resource certification.Human Resource employment
Role of Human Resource In Organization. Human Resource Management.Practical guide to Human Resource. Human Resource Definition.Human Resource certification.Human Resource employment
Role of Human Resource In Organization. Human Resource Management.Practical guide to Human Resource. Human Resource Definition.Human Resource certification.Human Resource employment
Role of Human Resource In Organization. Human Resource Management.Practical guide to Human Resource. Human Resource Definition.Human Resource certification.Human Resource employment
Role of Human Resource In Organization. Human Resource Management.Practical guide to Human Resource. Human Resource Definition.Human Resource certification.Human Resource employment
Role of Human Resource In Organization. Human Resource Management.Practical guide to Human Resource. Human Resource Definition.Human Resource certification.Human Resource employment
Role of Human Resource In Organization. Human Resource Management.Practical guide to Human Resource. Human Resource Definition.Human Resource certification.Human Resource employment
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