How can you ensure equal participation in Workforce Management?

I've always found it useful to secure buy-in from the management team before communicating to the rest of the organisation. It's natural for an employee to ask their line manager first; and if the manager doesn't know the answer or, indeed, the why of the initiative in the first place, it's likely to impact upon the success. Having a meeting or a webinar with the management team in advance of mass communication should help to align managers and give them a chance to ask questions. It's also a good idea to send them a briefing pack with some 'key lines' to repeat with their teams to help to deliver the message. Of course, ideally, some if not all of the management team should have been involved in the creation of the project/vision.

If WFM leadership is able to be share information freely with employees they can ensure the employees feel involved in the decision making. They can also solicit feedback from employees who might provide a perspective that is different from the WFM team that may lead to unique solutions.

Employees know and understand the work the best, so who better to drive planning and decision making? Also, if employees feel listened to and involved, it will boost their engagement, job satisfaction and wellbeing. An overlooked aspect is feedback from employee suggestions. Obviously if suggestions turn to initiatives this is great feedback in itself. However, it's vital to feedback on suggestions which are not taken up. Employees have taken the time to contribute, so you should give them the respect of explaining why the suggestion isn't being taken forward. Otherwise, they may stop contributing.

WFM starts from selecting right talent for the right job. Obviously we cannot 100% tailor made, but atleast 60% match and cultural fit with organisation will be your 40%. No hire and fire, upfront and unbiased approach on performance feedback, regular transparent communication, team bonding are the critical for WFM

Foster collaboration at all levels I believe is very important, this will enhance an environment where people will feel appreciated and welcome to provide their feedback, as well they will feel involve in the processes and part of the strategy and solutions. I think it's key to involve all parties when implementing new ideas and communicating new strategies.

To ensure equal participation in workforce management, As managers should employ a multi-faceted approach. This includes regular team meetings for open discussions and alignment, transparency in communicating initiatives to higher management, clear goal definition, and assigning individual roles and responsibilities with accountability.

Enough and more has been spoken about Leadership, but have we given enough attention to what is expected out of a "Teamsperson"? Teamsperson - executing the responsibilities of being a good team member to his/her leader by exhibiting certain qualities! 1. Ownership & Accountability: When you lack ownership & accountability, micro-management is not a choice by the leader but a need. 2. Thirst to learn and grow: How much of self-initiated learnings have you done in the recent past? Learning and growing stems from the thirst to improve and not from external certifications. 3. Delivering on promises: Commitment to deadlines and deliverables is a testimony to your authentic self. The push to deliver without follow-up or reminders.