Who Owns Employee Engagement?
Companies with high employee engagement have increase retention, productivity, customer satisfaction, and profitable revenue growth. However, Gallup reports that 66% of employees are not engaged at work. This means the majority of companies are seriously missing the mark on employee engagement – even the ones that are investing in it.
One of the biggest problems we see with companies that want to invest (or are investing) in employee engagement is that there is no clear owner or team responsible for it. The c-suite wants to see their employee engagement scores rise, but they don’t know how to make it happen. Human resources is a logical owner. However, they often lack the budget and authority to properly execute a company-wide employee engagement strategy.
So, who the heck owns employee engagement?
Creating a Team to Successful Execute an Employee Engagement Strategy
In order to be successful, employee engagement needs to be a strategic company-wide initiative that involves multiple areas of the business.
- C-Suite: Obviously the c-suite wants to see their employee engagement scores go up, but they aren’t going to be the ones responsible for the day-to-day execution. However, employee engagement does need to be driven by the c-suite. Executives need to hold all department leaders responsible for employee engagement, and make it clear that employee engagement is not a responsibility of one department or the other. Instead, it’s a collective effort.
- Human Resources: HR is a great team to champion the execution of the employee engagement strategy. Ideally, they would make sure the employee engagement team meets on a regular basis to discuss what’s working, what’s not, and talk about ideas for improvement.
- Department Leaders: Leaders from all departments, such as marketing, customer support, sales, etc. need to be involved. Like the c-suite, department leaders probably aren’t going to be the ones responsible for administrative tasks. However, since they directly oversee the team members who will be responsible for executing, they need to hold them accountable.
- Your Employee Engagement Team: These are the “do-ers”! Likely chosen by department leaders, this team is responsible for the execution of your employee engagement strategy.
Together, these teams can work together to successful implement an employee engagement strategy that actually works.
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Maybe HR Doesn’t Own Employee Engagement After All