You're an employee relations professional. How can you work with HR to make sure employees are engaged?

Value driven vision for the Organisation, Transparent culture in which meritocracy over-rides all other considerations, Good communication processes, Employee participation in Organisational processes and decision making are the pillars around which programs can be developed for employee engagement. It has been time and again proved that organisations with engaged employees deliver better value of product or services and thus are more successful than their competitors.Goes without saying, leadership of the organisation plays a major role in achieving the above objectives. The good part is that more and more businesses have realised the same and are working towards better engagement with all stakeholders, more importantly their employees.

In order to enhance employee engagement, it is essential to have a clear understanding of the current level and key drivers of engagement within your organization. By collaborating with HR, you can implement surveys, interviews, focus groups, and other feedback methods to gather insights from employees on various aspects of their work experience, including satisfaction, recognition, communication, leadership, culture, and development. Additionally, analyzing data on employee performance, turnover, absenteeism, and complaints will help identify trends and areas for improvement. With this information in hand, you can confidently work with HR to prioritize initiatives and establish realistic, measurable goals for enhancing employee engagement.

In my point of view, to make employee engaged should be managed right form the first place, recruitment. Company is encouraged to find talent who shares the same or at least not extremely different values as the company's. This is crucial since engagement is more about psychological matters rather than the technical ones. Once an employee is onboard, the more different values he's got the less engaged he will be. If you find the right employee, the next professional journey will be relatively fun. Engagement should not be something difficult.

Firstly, it is crucial to possess interpersonal skills, creating a comfortable environment for others and empathizing by putting yourself in their shoes. Secondly, effective communication is essential, not just in English but also in a language that both you and the other person find comfortable. The third aspect involves building strong relationships, not only on a professional level but also by personally connecting to understand the individual better.

There are multiple ways to start assessing employee engagement. Before running surveys, I would ask the question "Have we sufficiently supported and trained our managers?". Managers are the on the front lines of employee engagement and have direct connections to effective communication, feedback loops, and building psychological safety within their teams.

Understanding the current landscape of employee engagement sets the stage for meaningful improvements. For instance, through surveys and interviews, employee relations professionals can pinpoint areas where employees feel disengaged or undervalued. If employees express a desire for career advancement, HR and employee relations can introduce career pathing and skill development programs. Alternatively, if employees seek transitions to new roles, HR might facilitate job rotations, internal transfer opportunities, and offer guidance on skill acquisition. These collaborative efforts between HR and employee relations are crucial for transforming employee engagement from a concept into a tangible reality.

Employee engagement is absolutely an art where few organizations are not making use of it. Instead there are organizations where they provide food, snacks and calling it as an employee connect without having any communication, rapport with them from their day 1. HR must be allowed to communicate with the employees in terms of many activities, initiatives as a part of employee engagement. If an organization takes care of employees, obviously employees will take care of the respective organization. HR must sit, walk and hear them - there must be two way communication between leadership and the employees. Recognising the work, spot appreciation, celebrating them will never go in vain. People must feel valued in the organization.

There is saying every manager is HR manager, HR is nothing but the best role in between IQ, SQ and EQ. Well when it time to connect people through HR it's required to understand there level of Engagements and Disengagement for which need to do Employee Satisfaction Surveys, 360 Feedback, Exit Interview analysis etc. Well based on above result need to stipulates the KRA/KPI for engaging employees... And prepare action plan as per organization need..

Employee relations professionals should work closely with HR to ensure employee engagement. This involves open communication, data analysis, engagement initiatives, training, conflict resolution, feedback, and recognition programs. Regular evaluation helps identify areas for improvement, fostering a positive work environment.

Collaborate with your team members, support them, participate in challenging times, empower them to make mistakes, allow flexibility, do not micromanage. Monitor the progress, recognise them on time.

You need to empower your employees. Partner with HR team and they can help you in ways to build a culture of trust, deliver constructive feedbacks, Open communication, show empathy, delegate to the team members to balance ownership and support growth

From an ER perspective, one way to partner with HR and also assist with employee empowerment is to contribute to employee trainings on topics like bystander interventions. With some key phrases and questions (something as brief as asking “What do you mean by that?”), an employee bystander can help stop someone with a pattern of bullying behavior from creating a disengaging work environment for another co-worker. “Bystander intervention training” may be more common to ER professionals than other branches of HR, but sharing those conflict resolution ideas and tips with broader HR assists with creating safer and more respectful (and therefore more engaged) workspaces for everyone.

Empowering employees begins with collaboration! Partnering with HR can unleash the full potential of your team. Encourage open communication, provide opportunities for growth, and champion work-life balance. Together, we can foster a culture of support and empowerment that drives engagement and success! #EmployeeEngagement #HRPartnership #Support #Empowerment ??

Establishing and having trust is key to start any process. Empower your team members. Build a culture of trust, collaboration, vulnerability (at stake vs. at risk) and open dialogue. Ensure communication includes listening, and foster an environment of support and empathy. Partnering with HR can drive engagement, change, growth opportunities, and success throughout the Organization.

It all depends on the system. There is a need to create a strong system (root of the organization) to achieve higher utilization of human resources. If the organization has clear goals and each hierarchy is well defined, then it will be possible to achieve full utilization of each resource.

Sketching a proper roadmap of success is definitely a pillar to a successful employee engagement strategy. Holding regular career counseling sessions or chalking out a clear career advancement path might help a lot when it comes to millennial employee engagement.

There's a need to continuously obtain feedback from the employees as to whether their needs and expectations from the management are being met. Any survey or discussion must make a genuine effort to bring out any demotivating factors, especially if they appear common to several employees. The management then reviews policy to try and meet employees' expectations. Evaluation of employee performance must be seen to be honest and transparent. Any negative points must be conveyed alongwith means of redressal like training or retraining.

Employee engagement is absolutely a shared responsibility between HR and employee relations. It's a strategic priority for both departments because engaged employees are more productive, satisfied, and less likely to leave the company. The HR department HR develops and implements company-wide engagement initiatives, gathers and analyzes employee engagement data. The Employee Relations manages day-to-day employee concerns, fosters a positive work environment, and acts as a liaison between employees and management.

Every employee culture is different it is so important to take the time to understand the needs of employees and figure out what will support the overall engagement health of the organization.

Passamos por um processo de transforma??o, é claro que quando estamos passando por esse processo alguns pratos v?o cair, podemos perder ótimos profissionais, mas é neste momento que a a??o do RH é mais intensa, fazer com que os profissionais acreditem na mudan?a, entendam a mudan?a e por fim participem da mudan?a.

We need to work with employees as a first step to improve their engagement. HR comes in next to build intervention plans. Just as the doctor needs to work with the patient first to cure them and then they also connect with their family to create a robust treatment support plan. The rest I think we are doing pretty much ok- Helping them learn and grow, advising them on career paths, building their capabilities, mentoring them, giving them opportunities to unlock their potential. Thinking about their success as much as we think of organisations success is an important sentiment to have and demonstrate.

First of all, employee engagement cannot be a strategy because engagement comes from within the employee. It’s the emotional connection or commitment that an employee has to the organization that then causes the employee to want to put forth the additional effort to ensure the organization and the brand succeed.

Regular check ins with my team helps me understand their workload , timelines for key deliverables and roadblocks if any .I use that time as a tool to assess mood, emotions and build camaraderie. Engaging even when there is nothing to talk is the simplest form of “ stay conversation” .

Employee engagement is difficult if there's no shared motto with the organisation. A very high standard of leadership, not just management, has to be displayed at the highest echelon for achieving this goal. Top leadership, not just HR or ER managers, need to get involved themselves if they want engaged employees.