Who Is Responsible for Employee Engagement Accountability?
When employee engagement is on the rise, who takes credit? And when engagement is on the decline, who takes the blame? Is the finger pointing at you?
Whether you are the organization’s CEO, the head of HR, a manager, or an employee, we believe you are responsible for employee engagement accountability. All members of an organization carry the responsibility for employee engagement accountability; they simply fulfill different roles.
Why Employee Engagement Matters
Employee engagement matters to the people and to the business. The impact of lower employee engagement scores is pretty startling. Companies with low levels of engagement report:
While higher employee engagement scores correlate to:
Employee Engagement Accountability by Role
Employees are the ones who can tell you how engaged they are and what changes they would like to see to improve their levels of discretionary effort, advocacy and intent to stay. Employees are the voice of engagement…the ones who determine how effective any engagement initiative is. Assuming your workplace culture is one where honesty is valued, you can count on employees to give you candid insight into where the employee experience needs improvement and creative solutions for making the workplace better.
As the link between senior leaders and employees, managers play a critical role in employee engagement. They should regularly invite employees to voice concerns and hold themselves accountable for seeing that their teams have what they need to perform at their peak.
HR is often responsible for driving overall engagement initiatives across the organization…for identifying where the focus needs to be, for aligning programs across functions that will effectively address key issues, for keeping everyone on track, and for reporting back to management and the workforce alike on what progress is being made.
Leaders set the tone. They need to be completely behind employee engagement efforts if they are to succeed. Their support and influence is crucial.Leaders need to buy into and support engagement initiatives and lead others as they walk the talk. An effective way to keep leaders on track is to provide the data that shows the difference increased engagement can make…in real numbers. This is how HR can grab and keep the attention of the company leadership.
The Bottom Line
Engagement matters and is the responsibility of everyone—from top to bottom—in the organization. No one is “off the hook.” Employee engagement accountability is everyone’s responsibility.
If you want to learn about employee engagement accountability, download The Top 10 Most Powerful Ways to Boost Engagement
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LSA’s Employee Engagement Consulting and Survey work has provided critical visibility into: how well our people are holding up under the general economic environment, as well as, the specific challenges that face biotechnology companies in their efforts to discover and develop new medicines; their level of alignment and commitment to XOMA’s Vision and mission critical strategies; how leadership practices and management systems support an environment that engender commitment, and the specific actions that our leaders can take to improve on areas that are important to our people. I highly recommend LSA’s employee engagement solutions.
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Working with LSA Global has proven to be extremely valuable and worthwhile. LSA understands our business, has deep expertise in content areas, and tailors the programs to deliver great results. The facilitator was extremely knowledgeable about Working Globally with India and her energy and passion made the session interesting, fun, and enjoyable for all that attended. The participants walked away extremely pleased along with highly useful practices and tools. I would highly recommend LSA Global to any company that has partners or offices in India.
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I’ve been associated with LSA for the last 8 years and have found them to be an extremely professional, well managed full service training organization. Since working with LSA, I’ve participated in a number of solutions ranging from Performance Management to Assertiveness Training – I’ve found that the quality of the resources is superior. They are well prepared and have definitely done a considerable amount of pre-work in order to customize our culture and business into the total learning experience – making it most beneficial for our employees.
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