Recognizing Employee Engagement in the Workplace
Cavell Fraser, Vice President Human Resources, Libro Credit Union, 2014
There's a lot of talk about employee engagement these days, but how do we recognize these engaged employees and show appreciation for the things they do to support the company? It's not always easy to distinguish what exactly engagement in the workplace is, and it can be demonstrated differently depending on a person's role and the function of their company.
When I think of engagement, I consider it to be those behaviours and actions that warm the heart. I can picture specific employees I've worked with over the years and the behaviours I've witnessed that have touched me. And perhaps you've seen them too. These behaviours show that the employees care about the company, their coworkers, and the integrity of the company. They do this through their words and actions, both inside and outside the workplace.
See if you're familiar with the examples below of engaged employees.
Aligning HR Strategies to Create Business Success Lessons Learned Over 30 Years
Philip C. Wilson, CHRL, CHRE, Director Corporate Services, DST Consulting Engineers Inc., 2016
I have personally witnessed HR’s evolution from the back room to the board room, from tactics to strategy, and to assuming ownership of the business and its outcomes. The HR profession has advanced dramatically since the days when I began my career as a recruiter, and we certainly have come a long way from the days of the “Personnel Department” managing things like payroll or vacation requests, and reporting into finance and accounting. I am proud of this evolution which I refer to as the professionalization of the human resources profession.
I have been most fortunate to be part of some great Canadian companies such as CAE Electronics, Bell Northern Research, Northern Telecom and CIBC where I gained both global HR and business expertise. Recently I became the Director of Corporate Services of DST Consulting Engineers Inc. I support the CEO, the senior leadership team and all our employees through the delivery of aligned HR strategies that support the business in achieving success.
So how does an HR Practitioner start their journey from entrant into the profession to becoming a CHRO or CEO? Well there are no steps to skip. First you need to develop your HR and business acumen. Whether you decide on an individual specialist or generalist career track you must roll up your sleeves and learn your craft and the business. To be successful as an HR practitioner you must both master core HR services and develop a structured holistic business alignment strategy that I refer to as the HR Framework.
Cultivating Effective Management-Union Relationships in the Unionized Workplace
Gary T. Furlong, Queen's IRC Facilitator, 2011
In almost all organizations today, both public and private sector, managers are looking to deliver better results and greater productivity. And within these same organizations, the union is often seen as a barrier to management effectively achieving these goals. From the union's point of view, management views the collective agreement as an impediment to achieving results, leading to frequent violations of the collective agreement. This dynamic leads to ongoing conflict between management and union, further draining the organization's energy and resources, eroding the very productivity and results the company is seeking to achieve. Both management and the union need to revisit how the collective agreement is used, and could be used more effectively, within the organization.