I was bemused then disappointed to see that a British manufacturing company is seeking to appoint an Employee Engagement Manager!
The function is within HR, requires the usual survey and data collection and processing and includes supporting leaders in monitoring and improving employee engagement.
The salary offered is circa GBP 50,000. With on costs and significant national travel, I guess the investment is closer to GBP 200,000 pa.
It’s my assertion that the money would be better invested in ensuring all leaders are effectively engaged with their direct reports by:
- being with them more regularly,
- understanding their current situation and intentions,
- coaching them to be their best,
- asking them the 7 FAQ’s on a reasonably regular basis
- keeping a leaders’ log book on the above.
All this appointment will do is take leadership capability away from where it needs to be. Just as has happened with the dreaded performance review systems!
Despite the promise alluded to in the job ad that the company has “very strong cultural values”, I’m suspicious that whilst those strong values might be on the wall, I wonder whether they are walked on the floor.
If they were then I dare to say that there would be little need for an employee engagement manager.
Employee engagement is caused by effective leadership engagement where they ensure the conditions described ages ago by Herzberg are in place. Nothing less and very little more.
Further it appears that the appointment is responsible for measuring and monitoring changes to employee engagement. I wonder how that will work. I wonder what growth in bureaucracy will occur.
What do you think?
