Guideline 18. Engaging with employees

Submitted by Anonymous (not verified) on Tue, 07/10/2018 - 09:46

There is commitment to employee engagement – the process of getting employees involved in and building enthusiasm about their work which, in turn, will advance the interests of the institution.

Success in return-to-work programmes is directly related to the extent to which employees are involved in and committed to the process. It is necessary to actively promote and support an approach that encourages employee engagement and ensures that the person concerned understands the value of return-to-work programmes, is motivated to participate and has confidence in the other actors in the return-to-work process.

Guideline code

RTW_02600

Mechanism

The human resources and return-to-work professionals, as well as supervisors and managers inside and outside the institution, should be knowledgeable about employee engagement.
The human resources and return-to-work professionals should identity specific factors which will increase employee engagement and ensure that those factors are addressed throughout the workplace culture and programmes such as the return-to-work programme.
The human resources and return-to-work professionals should ensure that the person concerned is adequately represented and supported in the return-to-work process, either by an employee representative or a personal advocate, where this is deemed necessary.

The human resources and return-to-work professionals should ensure that, from the very outset of the return-to-work process, the person concerned is in an equal position with other relevant actors, through access to relevant information and impartial advice, to ensure that all actions are predicated on the person’s informed consent.
The management should periodically assess employee engagement.

Parent

B. Specific Return-to-work Principles and Guidelines

Structure

The management should collaborate with internal and external partners such as employers to establish a plan to actively engage employees inside and outside the institution in their own work and the return-to-work programme.
The management should ensure that the plan includes the participation of the person concerned in decisions related to their work, return to work and other decisions that may impact upon them, including workplace accommodation.
The management should ensure that the person concerned, including those returning to work from an injury, disability or chronic or long-term health condition, has the tools, knowledge, training and information required to perform their duties and cope with the impact of the injury, disability or health condition.
The management should share information such as strategic plans and performance outcomes with employees so that they have a clear understanding of where the institution is heading and its status at any time.
The management should encourage and support the institution’s partners in initiatives designed to increase employee engagement.
The management, human resources professionals, supervisors, other managers and the return-to-work professional should be involved in employee engagement initiatives and processes.

Tags