When you begin working with employee engagement initiatives, it’s highly beneficial to establish clear expectations about roles and processes from the outset. Do this early, so that all stakeholder groups understand their roles in the wellbeing efforts and what is expected of them.
It is much easier to engage with the process in a confident, active, and constructive way when the boundaries and responsibilities are clearly defined..
The individual contributes constructively
Employee engagement is a key factor in successful well-being initiatives. This requires that each employee takes a constructive approach and views well-being as a shared responsibility. Each employee must work on their own wellbeing for instance, by using the targeted recommendations and tools offered by GAIS (a wellbeing platform) or by participating in initiatives introduced by the workplace. Well-being is not something handed to you by your manager or organization. It’s something you must also take ownership of yourself.
The group takes responsibility for one another
The group also holds responsibility. Each member must contribute to the collective and act as a constructive teammate in relation to both colleagues and management. The group should take shared responsibility for each other’s well-being and normalize talking about how people are doing and how to support one another.
Leaders as role models
Leaders play a crucial role in whether employee engagement efforts bear fruit and create lasting impact. It’s essential that leaders act as role models in the employee engagement process. It is not enough for them to simply treat employee engagement as an obligatory focus. Employee engagement work must be active and intentional, and that happens when leaders practice well-being focused leadership in everyday interactions.
The organization operates with three key roles:
HR as the driver of employee engagement efforts
HR plays a crucial and central role in driving the organization’s continuous focus on employee engagement. This often includes responsibility for well-being surveys as well as follow-up initiatives targeting both employees and leaders.
Top management creates ownership
A designated employee representative helps ensure voices are heard
Even when employee engagement is prioritized, there may be times when individuals feel hesitant to speak openly about their challenges. In such situations, it is essential to have a trusted employee representative or advocate whether through a formal role like a wellbeing ambassador, union representative, or a member of a workplace committee, who can provide a safe space for dialogue. This person plays a key role in listening to employee concerns, encouraging psychological safety, and channeling feedback to the relevant stakeholders or organizational structures focused on health, safety, and well-being.
