What do you do if your HR Operations are failing to foster employee engagement?

Even if the quality of HR operations is high but the micro ecosystem is toxic ie managers/ team members are unfriendly, the engagement will be minimal. These disengaged employees will do the minimal at work, and the organisation has suboptimal deliverables at the table. The topmost priority of HR should be to make team leads as people managers and then play facilitator to augment the larger ecosystem. This requires executive buy-in and commitment in the interest of the firm at large. Also, HR and the managers must show the professional on how he/she contributes to the team and company goals. Also, what is in it for him/her must be in the spotlight. Otherwise HR Operations endeavours will be a push constantly, never a pull!

Foster a culture of transparency and inclusivity by involving employees in decision-making processes and actively seeking their input. Regularly monitor progress and adjust your approach based on ongoing feedback to ensure that your HR initiatives align with employees' needs and expectations, ultimately driving higher engagement and satisfaction.

HR Operations is not responsible for employee engagement (and repeat 3x). Engagement is spurred by the leadership team, managers, and supervisors. It is the responsibility of HR Operations to ensure that this group of leaders knows how to coach employees and that all are treated with respect and dignity BUT HR Operations is not in the "trenches" day to day with employees, the direct manager is. Organizations must ensure that the right people are being promoted to manage and that they receive ongoing training and coaching on how to effectively manage and engage.

Both employees and managers/team leaders play crucial roles in employee engagement, and failures can often be traced back to issues involving both groups which HR Ops can initiate. A comprehensive approach that includes feedback from both employees and managers, along with a review of organizational practices and culture, will help identify the root causes and guide effective solutions. By addressing these issues on both levels and considering systemic factors, you can create a more engaging work environment and improve overall employee engagement.

Understand Organizational Goals: Deeply understand your organization’s mission, vision, and strategic goals. This alignment is crucial for HR operations. Embed Values in HR Practices: Incorporate your organization’s values into HR policies, procedures, and initiatives. This can foster a culture that reflects these values. Align HR Goals: Ensure that HR goals and KPIs are directly aligned with organizational goals. This can drive performance and engagement. Communicate and Collaborate: Regularly communicate with other departments to ensure alignment and collaboration. This can help HR operations support overall organizational success.

Just by simply adopting even the best of the available industry practices doesn't work sometime. Alignment of various aspects is the key here. Until unless each and every department and employee is aligned with the business objectives and goals, an effective Employee Engagement program cannot be designed. Ensuring even the department wise objectives are in line with the Mission and Vision on the Organization helps in developing an effective Employee Engagement program.

Ask why? Is this task or organisational related? What are the major barriers causing this and what solutions are in place to rectify this? Do employees feel they are listened to and can they buy in not the vision of employee engagement? Are there plans to regularly review employee engagement against organisations objectives?

Streamline Processes: Simplify and automate routine HR tasks for greater efficiency and reduced errors. Leverage Technology: Utilize HR systems and software to manage data, enhance accuracy, and gain insights. Continuous Improvement: Regularly assess and update HR processes and systems to maintain effectiveness and alignment with organizational requirements. Embrace innovation and strive for continual improvement.

Systems and processes should be simple for both employees and managers to use. Mobile apps, one integrated tool for all the operational needs rather different tools for different process are a few which can enhance the experience. Example: Very simple things like applying and approving leave on the go with mobile apps..

Optimizing processes to make them efficient will allow employees to spend less time on routine operations. Thus, allowing them more time to focus on important tasks.

Streamline Processes: Simplify and automate routine HR tasks to increase efficiency and reduce errors. Leverage Technology: Use HR systems and software to manage data, improve accuracy, and provide insights. Continuous Improvement: Regularly review and update HR processes and systems to ensure they are effective and aligned with organizational needs. Always be open to innovation and improvement.

Understanding your work force and implementing HR systems, policies and processes accordingly is the key to success here. Clearly understanding the pain points of the employees and amending your processes and policies, to make them Employee friendly and supportive becomes a win win for all. This will ensure a positive trust by the employees and they will accept the change in a positive sense.

It's crucial to maintain open channels of communication with employees at all levels to enhance engagement with processes, policies, and the broader organization. Foster this connection through HR, line managers, and leadership, focusing on HR operations. Consistently using a common theme helps with better integration.

We can appoint Employee Ambassadors who are passionate about their organization and can champion engagement initiatives. These ambassadors can be identified by discussing with leaders and we can empower them to : - Promote HR initiatives and programs - Encourage participation and engagement - Provide feedback and suggestions for improvement - Help communicate HR messages and initiatives - Support and mentor colleagues By empowering Employee Ambassadors, HR can: - Increase the reach and impact of engagement initiatives - Build trust and credibility with employees - Encourage a sense of ownership and accountability - Foster a culture of engagement and enthusiasm

Employees will accept any change wholeheartedly if they become a part of the change at an early stage. Listening to the employees and involving them starting from the planning phase itself will ensure a proper collaboration. Inputs from the employees towards any policy or process will ensure their perspective is taken into consideration and such a change is easily acceptable by one and all.

Invest in Your People: When employees feel valued and supported, engagement increases. Consider development opportunities, wellness programs, or flexible work arrangements to show you care about their well-being

Keeping employees informed about HR decisions and changes. Transparency builds trust and makes employees feel valued. Offer opportunities to employees to grow their skills and advance their careers. This can include training programs, workshops, and mentorship opportunities. Make them feel valued for their contributions to win their trust.

Communication plays a pivotal role in HR Operations, where the function can vary significantly across organizations, leading to noticeable differences, especially for new employees. Incorporating pertinent information into the HR documentation library has proven effective in providing clarity and consistency. Additionally, conducting focus groups with employees to gather feedback on strengths and areas for improvement enhances overall awareness and understanding of employees' needs and the responsibilities of HR Operations. This collaborative approach fosters a culture of transparency, inclusivity, and continuous improvement within the organization.

With HR Operations communication is truly key, the role massively varies between organizations and the difference is noticeable especially for new joiners Incorporating your informations in the HR documentation library has proven to be effective, as well as conducting focus groups with employees, gathering their feedback on strengths and areas of improvement increases overall awareness and understanding of the employees needs and HRO’s duties

Mainly during the below scenarios it's really important, 1. New joiners orientations - To be aware of process ans system along with cut off dates 2. First time managers sessions - To be aware of key operational thing that they have to perform for their teams 3. Change management during a policy revision, new policy roll out, system migration etc

It’s important to take proactive steps to address the issues by identifying the root cause, reviewing the current HR practices, improving communication, providing opportunities for growth, recognising and rewarding employees, promoting work life balance, addressing issues promptly etc. By these ways we can create a more positive and productive work environment.

Absolutely, taking proactive steps is crucial for addressing issues and fostering a positive work environment. By identifying the root cause of problems, reviewing current HR practices, and enhancing communication channels, organizations can create a foundation for improvement. Providing opportunities for growth, recognizing and rewarding employees for their contributions, and promoting work-life balance contribute to employee satisfaction and engagement. Additionally, addressing issues promptly demonstrates responsiveness and fosters trust among employees. By implementing these strategies, organizations can cultivate a more positive and productive work environment conducive to success and well-being.

Celebrate and Recognize: Don't underestimate the power of a simple "thank you." Implement programs that recognize and reward employee achievements to show your appreciation

To improve employee engagement in struggling HR operations, start by assessing the current state through surveys and feedback to identify key issues. Enhance communication with regular updates and open channels between management and employees. Recognize and reward contributions promptly and specifically. Provide growth opportunities through training and development programs. Foster a positive work environment with a culture of respect and inclusivity. Empower employees by involving them in decision-making. Promote work-life balance with flexible work options. Lead by example, and continuously monitor and adjust strategies based on feedback to maintain engagement.

If HR isn't helping employees feel engaged, it's important to take a broader view: instead of just using surveys or rules, it's crucial to talk directly with employees. It means having real conversations to understand what they need & want at work. Programs like mentoring or tasks that involve different teams also help employees feel more connected & skilled. It's also important to look at company's culture & values. Making sure HR plans match these core ideas helps make engagement efforts more meaningful. Training HR teams to be better at listening /talking with employees make a big difference. By focusing on people & how they feel, HR can change from just managing to making a workplace where everyone feels valued & wants to do their best.

Assess HR Processes: Evaluate HR operations for gaps in fostering engagement. Seek Employee Feedback: Gather input from employees on HR effectiveness. Align HR Goals: Ensure HR goals support engagement and organizational objectives. Training for HR Staff: Provide training to enhance HR skills in engagement. Improve Communication: Enhance communication channels between HR and employees. Recognition Programs: Implement programs to recognize employee contributions. Streamline Processes: Simplify HR procedures to focus on engagement. Promote Transparency: Ensure transparency in HR policies and decisions. Support Well-being: Offer resources for employee well-being. Measure Engagement: Implement metrics to track and improve engagement.

HR Operations should be fit-for-purpose. An understanding of the organisational climate and culture forms the basis in outlining a concise problem statement - enabling the creation of an impactful people strategy ??

Assess HR Processes: Identify gaps in engagement, seek employee feedback, align HR goals with organizational objectives, provide training, enhance communication, implement recognition programs, streamline processes, promote transparency, support well-being, and measure engagement for continual improvement.