Como os departamentos de RH podem defender o engajamento dos funcionários?

HR department has more opportunities than other to be advocate for employee engagement as they are core connector between top, middle and lower employees. Following are ways to consider : (1) Induction - Get them clarity about their roles, responsibility before they start work (2) Training, development and competency development (3) Employee satisfaction survey (4) Regular feedback through performance management system (5) Organization development (6) Team building and leadership activities (7) Promotional activities (8) Career development (9) Clear internal and external communication

Professional life is transitory. Most of the time we are not interested in our coworkers, we don't celebrate personal successes as often and we don't touch our colleagues, touching has become a taboo, because everyone is afraid of lawsuits and fines. Our human side is cancelled, we lose our natural connection with the human side of others and the best way to feed this is by sharing our compassion, when we give people energy and enthusiasm, we will certainly receive it back. Sharing compassion is contagious, addictive, and is also the most powerful tool an HR department can have to engage and develop professionals.

HR departments can advocate for employee engagement by implementing regular feedback mechanisms like surveys and suggestion boxes, allowing employees to voice their opinions and feel heard. They should foster a culture of recognition by celebrating achievements and milestones, big or small. Providing opportunities for professional development through training and mentorship programs encourages growth and shows investment in employees' futures. Facilitating team-building activities enhances camaraderie and collaboration. HR can also champion flexible working arrangements to support work-life balance, boosting morale and commitment. By prioritizing these initiatives, HR plays a pivotal role in driving employee engagement and satisfaction.

We can use surveys, interviews, or other methods to collect feedback from employees and managers. We should also analyze data on Productivity, turnover, absenteeism, and satisfaction. This will help us to track the level of engagement among the employees and take up proper initiatives. Like the low attrition rate tells us that the employees are by and large happy with the environment and the initiatives and engages with the company. we should try to cash on the low hanging fruits i.e the employees sitting on the fence if they can be supported with proper engagements they will convert to be a real asset to the company.

El compromiso de los empleados es un pilar fundamental para el éxito de cualquier empresa. Un equipo comprometido se traduce en mayor productividad, mejor atención al cliente, menor absentismo y un ambiente laboral más positivo. 1. Fomentar la comunicación abierta y transparente: Es fundamental que los empleados se sientan escuchados y valorados. RRHH puede crear canales de comunicación bidireccionales, como encuestas, buzones de sugerencias o reuniones periódicas, para que los empleados puedan expresar sus ideas y preocupaciones. 2. Reconocer y recompensar el buen trabajo: El reconocimiento es una poderosa herramienta para motivar a los empleados. RRHH puede implementar programas de reconocimiento formal e informal.

Firstly connect with your employees more than a HR job requirement . Have the human connect and understand the pulse of every employee . Seriously ensure manager and employee maintain good professional strong team working skills via heart to heart connect and other initiatives like IDP. Meet your employees daily not to track them or their work but to be there and make them feel good . Fun at work is just one part do more Learning’s and certifications to enhance their skills and work efficiency. This is engagement as an HR according to me . Surveys and all can track for a shorter time this approach is time Taking but the full Proof one

Once you have audited your staff, determined the type of recognition they value, and let them know you are listening, it is easy to become complacent when it comes time to put in the work. If you develop a compelling plan but lack the workforce to implement it, it's important to take baby steps. A company that isn't listening is the same as one that is but doesn't put action behind words.

We should communicate regularly and effectively with employees and managers about the goals, benefits, progress, and results of our employee engagement efforts. We should also celebrate the achievements and milestones of our organization and our employees, and share the stories and best practices of engagement in the social media. this will not only help in to engage more employees but will also help to build the brand.It is very important for the managers to know the reason behind any initiative as they are the catalyst for change and engagement alone HR may not be able to be successful always.

These can vary depending on the requirement of the organisation and the culture we may include recognition and rewards for achievements, offer learning and development opportunities, encouraging teamwork and Team building,flexible work environment, or promoting wellness programs, flexi timings, WFH for work life balance. It is however important to monitor the impact of these initiatives assess the degree of employee engagement.

Creo que resulta esencial no solo involucrar a los gerentes de los distintos departamentos sino capacitarlos adecuadamente en las habilidades blandas y manejo de equipos de trabajo a fin de lograr una sinergia entre los empleados y los mandos medios y con ello maximizar el compromiso y los resultados.

Managers or reporting heads play a very important role in employee engagement as they are in touch with the employees on regular basis and help to build their attitudes and behaviors. So we need to involve managers in our employee engagement efforts. This can be done by providing them with training and coaching on how to engage and motivate their teams, in some cases counselling may also help to make them more informative on engagements. Giving them the autonomy and resources to implement engagement initiatives will make them more engaged with the company and this they will communicate to their respective teams.

We should communicate regularly and effectively with employees and managers about the goals, benefits, progress, and results of our employee engagement efforts. We should also celebrate the achievements and milestones of our organization and our employees, and share the stories and best practices of engagement on the social media this will help to make the EVP more stronger and build up the brand image of the company. 11.To foster employee engagement, the following the 5 Cs strategy may be followed: Care, Connect, Coach, Contribute, and Congratulate

Employee engagement isn't just a buzzword; it's the heartbeat of a thriving workplace culture. HR departments are at the forefront of nurturing this engagement, serving as advocates for employee satisfaction and productivity.HR teams can prioritize several strategies. They should prioritize communication channels that facilitate open dialogue between management and employees. Let's champion a workplace where every voice matters, every effort is recognized, Together, we build a culture of engagement that fuels our collective success.HR departments can cultivate a workplace culture where employees feel valued, empowered, and motivated to contribute their best, ultimately driving success for both individuals and the organization as a whole."

Real staff engagement is knowing what is the real issue staff is facing at work and helping them find ways to improve their processes so that they can be efficient.