Como você se coordena com o RH e os gerentes para o engajamento dos funcionários?

We need to be clear on the definition of employee engagement, somehow we have not understood it, secondly engagement responsibility is not with HR but with each and every individual who is associated with organisations and further it depends on the environment, surroundings and organisation policy and process

HR is essential in keeping employees engaged and well. They create and apply policies, promote a positive work culture, and gather employee feedback. They also provide training, recognize and reward good work, ensure fairness, and help managers align their teams with company goals. HR supports employees with resources, focuses on well-being programs, and fosters a culture of innovation and improvement.

First of all, HR person should have set own Targets to achieve the business goals and accordingly need to communicate among the employees.

Employee engagement goes beyond mere activities that bring immediate joy; it entails understanding the implicit agreement between employees and employers. This bond begins forming as candidates contemplate applying for a job, envisioning the company's culture, values, trust between leaders and teams, job security, benefits, and, of course, fair compensation. Brand value significantly influences engagement. In my experience, effective communication and fairness are paramount. Maintaining appropriate communication fosters trust, and these principles should be integrated into processes as modern and effective HR practices.

Be sure to keep a close eye on your managers and their level of engagement. If they aren't engaged, it's probable that their team members won't be either. Identify the factors that motivate them personally, and by helping them find motivation and increased engagement levels, they'll be better equipped to lead and inspire their teams to be more engaged.

Sometimes HR is a thankless position....the disciplinary actions, filling gaps between top and bottom levels and completing task that come up quickly. We are not quantifiable by profit, but by how we present ourselves and work as a team to create a positive impact.

It is the managers who are the key contact for engagement of the employees and therefore they should be kept in confidence and they should be motivated enough so that they are themselves engaged and may keep their team members engaged. Working in a department using the same processes and tools creates monotony and therefore the managers have great responsibility on their shoulder for keep their team engaged so that a dynamic organization culture is maintained.

A manager plays a crucial role in fostering employee engagement within an organization. Employee engagement refers to the emotional commitment and dedication that employees have towards their work and the company's goals. Clear Communication: Managers should communicate the company's vision, mission, and goals to employees. Regularly share updates, changes, and important information to keep employees informed and aligned with the organization's objectives. Provide Feedback: Offering constructive feedback and recognition for a job well done is essential. Regular feedback helps employees understand their performance and provides motivation for improvement.

Coordinating with HR and managers for employee engagement involves regular and open communication. First, we hold joint meetings to discuss current engagement levels, share feedback, and brainstorm initiatives. It's crucial to align on goals and expectations. We also use employee surveys to gather insights, which we review together to identify areas for improvement. Additionally, we plan collaborative activities, such as team-building exercises and professional development workshops, ensuring that all voices are heard and valued. This approach fosters a cohesive, engaged workforce.

I do concur with the said steps of coordinating with HR and managers. And I would love to add something that also plays a vital role in it, it is a connection between the managers and the employees, The manager being supportive to let them have the balance helps them to participate in the engagement activities and feel the content of work-life balance which is equally essential for a stable mind.

Coordinating employee engagement between HR and managers: 1. Define Goals:Establish clear objectives together, like boosting morale or productivity. 2. Regular Communication:Meet often to discuss strategies and share feedback. 3. Training:Provide managers with skills for effective engagement. 4. Feedback:Implement mechanisms for employee input, reviewing together for action. 5. Collaborative Planning:Involve both HR and managers in planning and execution. 6. Performance Management:Align processes with engagement goals, offering support and recognition. 7. Measurement:Set metrics to track progress, reviewing regularly for improvement. 8. Continuous Improvement:Foster a culture of learning and adaptation based on feedback and evaluation.

Here are some strategies that can help: Encourage continuous learning Collaborative goal-setting Cross-functional projects Mentoring and coaching Recognition and rewards Create a supportive culture Regular feedback and evaluation. By implementing these strategies, organizations can create a collaborative and engaging work environment.

To coordinate with HR and managers efficiently, establish clear communication channels, schedule regular meetings to discuss personnel matters, and maintain an open dialogue. Prioritize transparency, collaboration, and responsiveness to ensure a streamlined workflow and effective resolution of any HR-related issues.

During challenging times, the importance of collaboration and unity among leaders becomes paramount. One strategy that has truly made a difference for us at Rejlers Abu Dhabi is co-laboring with fellow leaders across the organization. Together, we've realized that engaging every employee in our initiatives is a true measure of success. Employee Engagement isn't just a buzzword; it's a vital KPI that every HR Manager should hold close. When our team members are not only aware of our company's initiatives but are actively involved and invested in them, we witness a surge in motivation, productivity, and a shared sense of purpose.

Coordinating with HR and managers for employee engagement involves a multifaceted approach that includes understanding and implementing best practices, leveraging technology, and fostering a culture of communication and collaboration. Also requires a strategic approach that includes clear roles and responsibilities btw Managers and HR with a focus on the overall employee experience.

1. Regular meetings/feedback/surveys. 2. Collaboratively and prior discussed engagement activities to avoid budget constraints. 3. Identify areas of improvement to achieve individual or team goals.

As an HRBP, make time to sit with your partners, understand what is top of mind for them, and then help them solve the challenges they are wrestling with. Everything your leadership partners face relates to people in some way. Identify how the org system can better support individual teams, take note across the organization and identify the top ways you can partner individually with leaders and as a function. HR often gets silenced when it is reactive, rigid or narrowly focused because leaders don't understand how you can help. Showing them by experience will lead them to ask for help and coordination.

Few effective coordination practices could be : 1. Understanding of the need of the employee and employer for having employee engagement for instance in regards of employee it can be analyzed through surveys , feedback forms , suggestions , in regards of employer it can be predicted by the values of the organization and the budget allotment for the activity. 2. Engagement serves a purpose to waving off the stress so keeping this in mind the word should be spread before the event so that people can be more excited about it . 3.Lastly along with HR team discussion the people from cross teams can be involved to brainstorm the ideas and understand their perspective.

Employee engagement isn't just about fun events or making plans. It's also about how well your team works together, how leaders treat their team, and if junior members feel respected. I've found it really helpful to involve Team Leads and supervisors in all the planning, like goal-setting, making policies, or creating processes. They understand their team well and their input can make a workplace happier and healthier, helping to build a successful employee engagement strategy.

In this situation, it's vital for the manager to lead with vulnerability and empathy, not just manage. Avoid pushing employees aggressively into new initiatives they're not ready for, take time to understand the stages of Change Management. Clarify and share expectations and tie their contributions to corporate goals. Over-communicate when possible and admit mistakes openly, this allows true to be developed. Understanding the employee's needs and well-being through one-on-one meetings is crucial for providing tailored support and fostering trust. When employees feel cared for, they're more motivated to be productive and succeed.

HR is an advisor to both the employee and the manager. All to often, we are asked to take the equivalent of a co-parenting role in the problem resolution dynamic. Our role is to facilitate open and respectful dialogue and redirect as necessary. Like all relationships, the manger-employee relationship cannot run on autopilot. Both parties have a duty to understand the value that each brings to the relationship and what happens when there are communication breakdowns, resentment, and often neglect. Transparent and respectful communication is key. Setting clear expectations and agreeing to frequent, periodic feedback where both parties have input often alleviates misunderstandings and the potential for conflict.

Common HR-manager coordination challenges for employee engagement: Misaligned priorities and approaches between HR and managers. Communication breakdowns due to organizational silos and unclear responsibilities. Managers lacking skills/resources, with inadequate support from HR. Resistance to change from both HR and managers. Competing demands on managers' time, with engagement as a lower priority. Inconsistent implementation of engagement initiatives across the organization. Difficulties in measuring impact and incorporating employee feedback. Addressing these requires open communication, collaborative problem-solving, and a shared commitment to creating an engaged, high-performing workforce.

Who are the owners of employee engagement that we are guiding here for coordinating with HR & Manager? As far as I know it's the HR and managers only who are responsible for strategising and executing the employee engagement initiatives. To implement employee engagement initiatives effectively, the first thing is to enable a culture that encourages development, collaboration and open conversations. All your employee engagement initiatives and efforts would fall on your face if your leadership and overall culture isn't positive about the impact of employee engagement.

To effectively coordinate employee engagement, we must clearly define it. Engagement isn't solely HR's responsibility but involves everyone in the organization, influenced by environment, policies, and processes. Challenges like lack of trust, alignment, commitment, and resources can arise. Clear communication and collaboration are key. Employees engage best when business goals and management approaches are clear from the start. Regular touch bases and crystal-clear communication are essential. HR should engage with employees daily, joining them for lunch, tea breaks, and participating in activities. This fosters a strong connection, making employees feel valued and enhancing engagement.

Ensure that employees understand their roles, responsibilities, and how their work contributes to the overall goals of the organization. Clear expectations help employees feel focused and motivated. Open Communication Channels: Encourage open and transparent communication between employees and management. Provide platforms for feedback, suggestions, and concerns. Actively listen to employees' ideas and address their feedback promptly. Acknowledge employees' contributions and achievements regularly. Recognition can take various forms, such as verbal praise, awards, bonuses, or opportunities for advancement. Recognizing employees' efforts fosters a sense of appreciation and encourages continued engagement.

Trust is a magic word here. Treat each other with respect, practice consistency, appreciate each other, be transparent, and admit your mistakes while you build trust gradually. Employee engagement programs will be successful if employees, managers, HR, and management spend time and effort to build genuine relationships. It is not one-way not two ways but multiple ways.

Start with 'Why': Articulate a compelling organizational purpose and vision to inspire and motivate employees, helping them see the significance of their contributions.

The collaboration between HR and the Managers starts with the understanding the company’s mission, vision & values. Then the HR is to design & implement the policies, regulations & procedures accordingly. But this will only lead to business continuity and is not a guarantee for employees engagement, that comes from the work environment, which requires from the HR to work with every manager on improving his/her leadership skills. Open-door management, accepting feedback, performance management, continuous improvement & growth are key indicators for active employees engagement. Liz Ryan says: “An employee’s job is to give his or her best work every day. A manager’s job is to give the employee a good reason to come back to work tomorrow.”

foster a culture of collaboration and mutual respect between HR and managers. Encouraging open communication channels, where feedback is welcomed and acted upon, strengthens the partnership. Moreover, recognizing that employee engagement is an ongoing process requiring continuous improvement helps in maintaining momentum and relevance. Emphasizing the importance of leadership development for managers to effectively drive engagement at the team level is also essential. Ultimately, aligning employee engagement initiatives with the broader organizational goals ensures coherence and effectiveness in fostering a positive work environment.

Coordination can happen when both other teams that is, be it cross functional teams whether it business or finance they all understand the need of why we are collaborating and why are we in this together what are the winning outcomes for each party this is very essential if they have trust. If there is good trust if there is a good camaraderie and coordination becomes easier it is when we together not only for driving engagement it could be for sense of creating a value proposition together it could be driving business outcomes together so when being together is the way of an organisation coordination is easier

Employees are engaged when they are aligned with company vision and connected to its objectives. The HR role is to create the systems that foster a culture of open communication.

First of all, employee engagement is never solely the responsibility of the human resources department. It is the responsibility of all leaders. Everything that is done or not done affects culture and loyalty. This means responsibility.