How to boost engageability as a chief human resources officer

Understanding engageability in the workplace

What does engageability mean in today’s workplace?

Engageability is more than just employee engagement. It’s about creating an office environment where people feel empowered to contribute impactful ideas, collaborate with stakeholders, and drive innovation. In the context of sustainability and business development, engageability is a key factor for long-term success. It shapes how teams adapt to change, share knowledge, and build a sustainable future for both private and public sector organizations.

Why is engageability important for HR leaders?

Chief human resources officers (CHROs) play a strategic role in fostering engageability. Their actions influence everything from stakeholder engagement to the development of circular economy initiatives. By prioritizing engageability, HR leaders can support nature-positive business solutions and promote collaboration between managers, project managers, and other team members. This is especially relevant in organizations aiming for sustainable, long-term growth.

How does engageability connect to sustainability and innovation?

Engageability is closely linked to sustainability. When employees are engaged, they are more likely to participate in sustainability tank discussions, support circular business models, and contribute to impactful projects. This creates a culture of innovation where new ideas can flourish and long-term value is created for all stakeholders. Whether in Zurich or in a federal office, the principles remain the same: engaged teams drive sustainable development and help organizations adapt to evolving business needs.

• Engageability supports the creation of a nature-positive workplace
• It encourages collaboration between private and public sector teams
• It enables organizations to respond to change and deliver strategic advice

For HR leaders looking to build an effective long-term incentive plan, understanding engageability is the first step. Discover more about long-term incentive plans for CHROs and how they can support sustainable business goals.

Key drivers of engageability for HR leaders

What truly drives people to engage at work?

For chief human resources officers, understanding what sparks genuine engagement is essential for building a sustainable and innovative business. Engageability is not just about satisfaction; it’s about creating an environment where people want to contribute, share impactful ideas, and drive long-term value. Several factors influence this dynamic, and recognizing them helps HR leaders shape a more resilient and nature-positive office environment.

• Purpose and sustainability: Employees increasingly seek meaning in their work. When organizations align their mission with sustainability and a circular economy mindset, team members feel they are contributing to a sustainable future. This sense of purpose enhances both engagement and long-term commitment.
• Innovation and development: Opportunities for professional growth, business development, and innovation are key. When management encourages experimentation and supports impactful ideas, people are more likely to engage and collaborate. This is especially true in environments that value both private and public sector perspectives.
• Collaboration and stakeholder engagement: Effective stakeholder engagement, both internally and externally, fosters a sense of belonging. Collaboration across departments, including with project managers and sustainability experts, helps teams feel connected to the broader business goals.
• Office environment and flexibility: The nature of the office environment, including flexible work arrangements and a supportive culture, plays a significant role. A positive, inclusive space—whether in Zurich or a federal office—encourages people to share, comment, and participate actively.
• Recognition and strategic advice: Regular feedback, recognition, and access to strategic advice from managers or sustainability tanks can boost morale. Employees want to know their contributions matter and that their ideas are valued for long-term term creation.

For HR leaders seeking to enhance engageability, it’s also vital to consider diversity, equity, and inclusion. These elements are closely linked to how employees experience their workplace and their willingness to engage. For practical strategies on this topic, you can explore enhancing DEI candidate experience as part of your broader engageability approach.

Ultimately, the key drivers of engageability are interconnected. By focusing on sustainability, innovation, and meaningful collaboration, HR leaders can create business solutions that support both people and the planet, ensuring a more engaged and resilient workforce over time.

Assessing engageability within your organization

Practical tools for measuring workplace engagement

Assessing engageability within your organization is a crucial step for any chief human resources officer aiming to drive sustainable business development and foster innovation. Understanding the current state of engagement helps identify areas for improvement and supports the creation of impactful ideas that contribute to a sustainable future.

• Employee surveys and feedback loops: Regular, anonymous surveys provide valuable insights into team sentiment, office environment, and stakeholder engagement. Open feedback channels encourage collaboration and help management address issues in real time.
• Performance metrics and KPIs: Tracking key performance indicators related to engagement, such as retention rates, absenteeism, and productivity, offers a quantitative view of your organization’s health. These metrics are essential for both private and public sector organizations aiming for long-term, sustainable growth.
• Focus groups and interviews: Facilitated discussions with employees from different departments, including project managers and business development teams, can reveal deeper insights into the nature of engagement and the effectiveness of current strategies.
• 360-degree feedback: Gathering input from peers, managers, and direct reports provides a holistic view of team dynamics and individual contributions, supporting a circular approach to talent development.

Integrating sustainability and innovation into engagement assessments

Modern organizations are increasingly linking engageability with sustainability and circular economy principles. For example, initiatives that promote nature positive practices or foster collaboration between private and public stakeholders can enhance both engagement and business solutions. Assessing how well your organization integrates these values is essential for long-term term creation and strategic advice.

Benchmarking and external comparisons

Comparing your organization’s engagement levels with industry standards or sustainability tank benchmarks, such as those from Zurich or federal office reports, helps identify gaps and opportunities for improvement. This external perspective supports the development of more effective, sustainable engagement strategies.

Addressing sensitive topics with credibility

Sometimes, engagement assessments reveal challenges related to change management or workforce transitions. Understanding the difference between termination and layoff is critical for HR leaders who want to maintain trust and transparency during such periods. For a deeper dive into this topic, explore this resource on termination versus layoff.

By using these tools and approaches, chief human resources officers can ensure that their assessments are both credible and actionable, laying the groundwork for impactful, sustainable change in the workplace. If you found this content useful, feel free to share or comment to keep the conversation going.

Strategies to enhance engageability

Fostering a Culture of Engagement and Innovation

Building a sustainable and engaging office environment starts with a clear commitment from management. Leaders who prioritize open communication and transparency create a foundation where employees feel valued and heard. This is essential for long term engagement and innovation. Encouraging collaboration stakeholder initiatives, both within teams and across departments, can spark impactful ideas that drive business solutions and support a sustainable future.

• Promote regular feedback sessions to share progress and challenges
• Recognize and celebrate team achievements to reinforce a sense of belonging
• Encourage cross-functional projects that connect people from different backgrounds and expertise

Integrating Sustainability and Circular Economy Principles

Sustainability is no longer just a buzzword. Integrating circular economy concepts into daily operations can boost engageability by giving employees a sense of purpose. When people see their work contributing to nature positive outcomes and sustainable business practices, motivation and commitment rise. This approach is relevant for both the private public sectors and can be tailored for organizations in Zurich or globally.

• Launch sustainability tank sessions to crowdsource ideas for reducing waste and improving resource efficiency
• Offer training on sustainable development and circular business models
• Highlight successful projects in internal content and encourage employees to comment and share their own experiences

Empowering Managers and Project Leaders

Managers and project manager roles are crucial in translating strategic advice into daily actions. Providing them with the right tools and support enables them to drive stakeholder engagement and foster a positive office environment. This is particularly important in the public sector and federal office settings, where change can be slow and complex.

• Equip managers with resources for effective team management and stakeholder collaboration
• Encourage business development initiatives that align with sustainability goals
• Support ongoing professional development to keep leadership skills sharp and relevant

Leveraging Time and Term Creation for Lasting Impact

Effective engageability strategies require a long term perspective. By focusing on term creation and allowing time for new initiatives to take root, organizations can achieve more sustainable results. This approach also supports innovation, as teams are given the space to experiment and learn from both successes and setbacks.

• Set realistic timelines for change initiatives and regularly review progress
• Encourage a culture where experimentation is valued and lessons are shared openly
• Align engageability efforts with broader business and sustainability objectives

By weaving together sustainability, innovation, and strong stakeholder engagement, HR leaders can create an environment where employees are motivated to contribute to a sustainable future. The journey requires patience, strategic thinking, and a willingness to adapt, but the long term benefits for both people and business are clear.

Overcoming common challenges in engageability

Recognizing Barriers to Engageability

Chief human resources officers often encounter a range of obstacles when striving to boost engageability. These challenges can stem from both internal and external factors. For example, resistance to change within the team, lack of alignment between sustainability goals and business objectives, or insufficient stakeholder engagement can all hinder progress. Understanding the nature of these barriers is the first step toward overcoming them.

Addressing Organizational Silos

One of the most common issues is the presence of silos within the organization. When departments operate independently, collaboration and innovation suffer. Breaking down these silos requires active management support, open communication, and a shared vision for a sustainable future. Encouraging cross-functional projects and regular knowledge sharing can help foster a more circular and collaborative office environment.

Balancing Short-Term Pressures with Long-Term Goals

Many HR leaders face pressure to deliver quick results, which can conflict with the long-term creation of a sustainable and engaged workforce. Striking the right balance involves integrating sustainability and engageability into business development strategies. This approach ensures that both immediate needs and future growth are addressed, supporting impactful ideas and sustainable business solutions.

Engaging Stakeholders Across Sectors

Engageability is not limited to the private sector. In the public sector and federal offices, HR managers must also consider the unique challenges of stakeholder engagement. Building trust and collaboration between private and public entities can drive innovation and support nature positive initiatives. Regular dialogue and strategic advice from a sustainability tank or circular economy experts can provide valuable insights for overcoming these challenges.

Adapting to Change and Fostering Resilience

Change is constant in today’s business landscape. HR leaders must be prepared to guide their teams through periods of uncertainty, whether due to market shifts, regulatory changes, or evolving sustainability standards. Investing time in development and supporting managers as project leaders can help build resilience and adaptability within the team. This proactive approach ensures that engageability remains high, even during challenging times.

• Promote open communication to surface challenges early
• Encourage collaboration stakeholder initiatives for broader impact
• Integrate sustainability into everyday management practices
• Support continuous learning and innovation within the team

By addressing these common challenges, chief human resources officers can create a more sustainable, engaged, and innovative workplace. Share your experiences or comment below to continue the conversation on building a sustainable future for your organization.

The evolving role of the chief human resources officer in engageability

Shifting from Traditional HR to Strategic Leadership

The chief human resources officer (CHRO) role is evolving rapidly. Today, it is not just about managing policies or compliance. CHROs are now expected to drive engageability, foster innovation, and support sustainability across the business. This shift means HR leaders must become strategic advisors, working closely with management and stakeholders to create a sustainable future for their organizations.

Championing Sustainability and Circular Economy Principles

Modern CHROs are increasingly involved in sustainability initiatives. They help integrate circular economy principles into the office environment and encourage teams to adopt nature positive practices. This approach not only benefits the environment but also boosts employee engagement and long-term business development. By promoting impactful ideas and sustainable business solutions, CHROs can position their organizations as leaders in both the private and public sectors.

Driving Stakeholder Engagement and Collaboration

Engageability is no longer just an internal HR metric. It now involves collaboration with a wide range of stakeholders, from project managers to public sector partners. Effective stakeholder engagement ensures that everyone shares a common vision for development and change. CHROs play a key role in facilitating this collaboration, offering strategic advice and fostering a culture of innovation within teams.

Adapting to New Expectations and Challenges

As the business landscape changes, CHROs must adapt their approaches to engageability. This includes embracing digital transformation, supporting remote work, and responding to the needs of a diverse workforce. Time and resource management are critical, as is the ability to implement sustainable, long-term solutions. CHROs are also expected to contribute to sustainability tanks and participate in discussions about the future of work, especially in cities like Zurich where innovation and sustainability are at the forefront.

Building a Lasting Impact

The evolving role of the CHRO is about more than just term creation or policy updates. It is about making a real, lasting impact on the organization and its people. By focusing on engageability, sustainability, and stakeholder collaboration, CHROs can help shape a resilient, innovative, and sustainable business. If you have thoughts or experiences to share, or want to comment on these changes, your input can help drive the conversation forward. Every post, share, and comment contributes to a more engaged and sustainable workplace.