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Engaging with people

Overview

Where employees feel well-informed, trusted and involved in the decision-making process, they are likely to have a stronger sense of motivation and commitment to the success of the organisation. Studies show that while pay and benefits may help to attract staff, it is the workplace culture – the relationship with line managers and colleagues, involvement in decision-making, and development opportunities - which determine how long they stay.

The Investors in People Standard tests whether managers foster this sense of ownership and responsibility through encouraging people to become involved in decision-making.

Profile looks at the practical form this encouragement has taken, through establishing – and involving people in designing – effective consultation arrangements. It also examines the support that is made available for people to make decisions at a level appropriate to their role. Achieving this requires you to focus on how information is shared and communicated within the organisation.

As with all the Indicators, Profile checks that good practice in consultation, communication and engagement runs throughout the organisation, amongst line managers and their teams, as well as top managers. This is vital to build credibility for internal communications and ensures people see that words and behaviour match up.

At its most stretching, Profile challenges you to create a culture where consultation and involvement is an everyday activity. It encourages a culture where constructive feedback can be regularly given and received at all levels and where people feel able to challenge the way things are done in order to improve the performance of the organisation. The result should be an engaged workforce with a sense of ownership and pride in working for the organisation.