The 5 Roles of An Employee Engagement Manager
Since employee engagement is so critical, there is a vital need for someone who can oversee the entire process. Thus, assigning efficient employee engagement managers is the first step towards enhancing engagement.
With the growing needs and modernization, it has become necessary that companies shift their focus to finding new methods of engaging their people. The primary role of engagement managers is to carry out a seamless employee engagement strategy. But are the leaders clear about the responsibilities that these managers need to fulfill in the long term?
This article will discuss the various roles that a manager and a leader have to perform towards organizational success.
Who are these Employee Engagement Managers?
To start with, these managers are your team leaders or organizational leaders. However, their roles are predefined and specific to help the other employees perform to the best of their capabilities. The Employee Engagement Manager will help create and introduce a new engagement plan, onboard essential platforms, implement best practices, and support critical improvement initiatives.
It is crucial to understand these managers’ functions and how they can help create a better work environment. And it does not only stop there. The managers must promote diversity, foster learning, and acquire leadership qualities to lead the workforce.
Employee Engagement Manager and the Job they have to Perform
1. Onboarding Recognition Platforms
Employee engagement is paramount in building a workplace culture that is fairly employee-centric. It is essential to focus on the fact that without the existence of any engagement or recognition platforms, the workforce might face burnout at some level.
This is where an employee engagement manager comes to the rescue. Their core responsibility as a manager is to implement solutions that will elevate the work performance of the employees and boost productivity. The goal is to create awareness about the idea of how recognizing employees can play a part in the long-term success of the organization. And it does not end there. These managers have to make sure that recognition is done fairly and in a timely fashion.
It is essential so that the employees feel valued and appreciated for their hard work and dedication. The selection of the right recognition platform is gravely important so that there are no shortcomings while implementing it. It should be employee-centric, gamified, and user-friendly. The platform should allow the employers and employees to heed the needs that can elevate the morale of the workforce. Thus, helping the organization to foster a culture of appreciation.
To further help out the managers, Vantage Rewards has played a crucial role in assisting companies towards driving a reward-first culture and boosting employee engagement efforts globally.
2. Provide Growth and Learning Opportunities
Engagement does not always have to be about recognition and appreciating the efforts of the employees. It covers different aspects of an employee’s work-life within the organization. One such aspect is heeding on their growth and providing fair opportunities.
Let’s break it down into simpler terms.
Imagine a workplace where the employees are doing the same work continuously without acquiring any definitive skills. How is it going to affect them? Well, to start with the job will become quite monotonous. On top of that, there will be no room for any career advancement and skills development. This will make the employees disengaged and they will lose the zeal to work.
However, with the help of employee engagement managers, organizations can now provide employees with the necessary learning and development opportunities. These managers have the role to specifically heed the needs of employees and where they will require assistance to develop themselves. The managers help in organizing skill development programs and incorporate practices that will eventually assist in the growth of the employees.
3. Incorporate A Feedback Culture
As a business leader, increasing the performance levels of your employees is as crucial as focusing on revenues. Placing an employee in the right job based on their skills and competency levels will help elevate their work quality and overall organization input.
But the big question here is- how are you going to have a systematic approach towards determining employees’ strengths and weaknesses? To help you out with that, employee engagement managers need to install a feedback system or feedback culture that is going to bolster your efforts in increasing the work rate of your employees. This feedback should be specific, on time, and transparent. An employee must know their strong and weak points so that they can improve themselves in the long run.
The best way that a manager can practice feedback is by conducting timely surveys, having one-on-one meetings with the employees, and having definite mentoring sessions. The goal should be:
To make the employees proficient in their jobs
Fulfilling their necessary needs and requirements
Helping them carry out their responsibilities without any hassle
Keeping track of their performance periodically
4. Promote Diversity and Inclusion
Organizations in the past decade have acknowledged the need for diversity in the workplace. Diverse work culture is one where people of different backgrounds, ethnicities, and races constitute the workforce. Everyone in such a culture is treated equally and given a fair share of opportunities. When people from different backgrounds come together, new ideas and thoughts are shared that elevates the overall work experience.
One of the most crucial and essential roles of an employee engagement manager is to promote diversity and inclusion in the workplace. The need of creating awareness about a diverse workforce has proven to be pivotal. It not only increases productivity but also improves creativity and innovation, fights unconscious bias, provides the flexibility to hire from a vast talent pool, and so on. The main advantage however of having a diverse work culture is that it helps in the equal representation of gender identities and underrepresented minority groups. Thus helping in elevating the global reputation of the organization.
5. Active Role in Hiring
Hiring managers have a critical role to onboard the right candidate that fits the organization. It is a vital process and will need a proper framework so that the organization grabs some of the best talents. The system needs to be robust and flexible so that the hiring managers can measure their talent acquisition practices. And to do that, the hiring department will need the assistance of employee engagement managers.
The engagement managers will be able to provide them with engagement analytics that will help in recruiting. These managers have the resources to present behaviors of highly engaged employees, the signs of an ideal candidate, and the means to correctly showcase the requirements. A well-defined approach towards recruitment with the help of accurate analytics will help organizations bolster their efforts towards the perfect acquisition of desirable candidates.
The needs and requirements of this ever-growing corporate world increase rapidly over time. It can significantly hamper the overall engagement of the workforce. And to make sure that there is no lack in providing the basic necessities, the engagement managers play a significant role in keeping afloat the engagement efforts of the organization. It just requires the right strategy and a proper approach to make it possible. If you have any more suggestions then do let us know in the comments section below.