Employee engagement should be a strategic organizational goal, and HR must lead the charge. HR plays a critical role in ensuring the success of engagement initiatives and programs. Here's how: 1. Measurement and Assessment: The first step to boost employee engagement is to measure it accurately. One way is to conduct an employee survey.

People love to talk about teams, teamwork, and how organizations are built on strong teams. We agree. Absolutely. That said, beware of the team building black hole of activities. Be wary of team building for the sake of team building. It can feel a bit too cotton-candy. (Lots of fluff. No substance.) And it can feel a bit haphazard – like HR is just throwing teamwork spaghetti activities on the wall, waiting to see what sticks.

If your organization wants to begin to implement 360-degree surveys, your first reaction might be, for lack of a better term, to panic. Yes. It’s uncomfortable. Yes. You’ll feel vulnerable. It might be hard to be part of a 360 process, understanding that these surveys measure subjective workplace behaviors and competencies. And, naturally, receiving feedback from peers, subordinates, and senior leaders can feel intimidating.

“Top 5 Challenges” is relative, as challenges abound. Depending on your organization, you might be experiencing any number of issues, from engaging remote workers to employee burnout. As an employee survey provider that has worked with HR experts and the majority of Fortune 100 countries, these are issues we’ve seen, time and again, over the past 25 years.

It’s not uncommon to hear people griping about the “snowflake generation” and how millennials are hypersensitive, not cut for the cutthroat world of business. Both assessments are gross exaggerations, and the latter has been proven wrong. (Check out this Insider article). Sometimes when an employee or team leader brings up psychological safety, there is pushback.