Rules of Engagement

Inspired by our Ten Commandments of Business partnering, we want to ensure business leaders get new perspective in the Employee Engagement space with our Rules of Engagement.

Rules of Engagement (ROE) are directives usually issued by competent authorities (common with the military) that assist in clarifying circumstances and limitations within which military forces may be employed to achieve their objectives.

In drawing a connection to employee engagement, it’s wise to ask if there are rules that govern our line leaders and define the circumstances & conditions of engagement in our organisation. Are there clear actions that might be construed as counterproductive to employee engagement?

If talent is a competitive advantage and maximising shareholder value is the main reason why your organisation is in business are your rules of engagement for employee retention clear?

Our Rules of Engagement

1. Leadership is the #1 employee engagement driver so retention by line leader is measured as a people manager KPI year on year.

2. “Power to the person”: Engagement is individually handled and our line leaders are accountable for employee engagement, not just HR. The perception of our organisation is on positive individual employee experiences.

3. We are positioned to attract new hires: Our employer brand matters a lot when critical talent is being sought. We don’t belittle our brand perception and the ability to attract and retain talent is a competitive advantage.

4. Our engagement efforts are genuine: Authenticity is critical with our efforts to drive engagement and we embed retention processes not just HR programs.

5. We have a tripartite engagement focus: the employee, line leader and the company all play a role.

6. Our current employees are passionate advocates of our brand, so are our exited staff; we won’t have it any other way.

7. We have a Gen Y and millennial focus for our younger employees: rules of engagement for millennial exists which is future-focused because leaving them with nowhere to progress is a clear recipe for disengagement.

8. We have an established veterans and baby boomers engagement strategy so our mature employees are confident in their abilities because we have a clear and compelling strategic direction for them.

9. Engagement = Productivity = Profit = Mission Accomplishment at our organisation.

1. Our leaders are equipped with advisory capabilities and develop coaching skills daily.

If there are no rules of engagement at your company or there are unwritten rules of engagement, feel free to customise ours and create a workable roadmap.

NGOZI ADEBIYI