I received a query from a magazine editor - whose responsibility should engagement be: management or the employee?
This is not a fence-sitting response - effective employee engagement relies on both employees and management. Employee engagement is not a "broad program" you can enforce upon all. What engages each employee is as unique as that person. It is up to that individual to communicate what it is that he or she needs to feel like they fit, they're clear, what support they need, and what makes them feel valued/inspiredand rewarded. If, as an employee I can't or don't communicate my goals and objectives, seek challenges and build a good rapport with my peers and managers, I will have a difficult time becoming engaged no matter what I do. The manager/leader's role is to ensure there is the type of environment that fosters these kinds of conversations so employees can flourish. There also needs to be "corporate will" from the top that management/leaders are committed to creating this kind of environment and putting into place, the kinds of reward and compensation structures that reward company values, positive behavior, a supportive, challenging environment, new ideas AND results.
Co-Founder of Juice Inc, Thought Leader & Author
Co-Founder of Juice Inc.
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