Employee Engagement

presented by: Akshita

Sharma(07) Ivani katal(27) Sidhansh(53) Surbhi Ghai(57) Unatte Dutt(61)

EMPLOYEE ENGAGEMENT Employee engagement is generally the level of commitment

and involvement an employee has towards his or her organization and its core values and beliefs. Engaged employees will feel :

Feel satisfaction with their work. Enjoy and believe in their work. Understand the link between their job and the organization’s

mission. Feel valued by their employer. Fully commit to their employer and their role. Exert extra effort to contribute to business success.

CASE STUDY

Employee engagement method adopted by Harrods: Internal employee magazine: ‘Your Harrods’ - a popular and

creative magazine for employees with a new starter list, interviews with key people, personal snapshots, charity features, an Agony Aunt column and interesting competitions.

Morning briefing: Informing shop floor teams about what is going on that day and the latest sales statistics.

Quarterly employee forum: A group made up of employee volunteers. Enables employees to present issues and contribute to company strategy.

Other forms of employee voice: Bright Ideas scheme which encourages employees to share innovative ideas to further improve Harrods.

Harrods

Having an informed and engaged workforce has resulted in many tangible benefits. There have now been four employee surveys. Each survey has seen a higher return from employees and an improvement in the indicators of employee engagement. Significantly, 91% of employees have stated in the most recent survey that they are proud to work for Harrods and employee turnover has halved in the last five years.

Hayri Volkan, Retail Manager‘My views are definitely valued, I’m always asked my opinion on things – people who do the job are acknowledged as a good information source.'

DreamWorks DreamWorks animation studios utilize a number of

interesting and unorthodox tactics to engage its workforce, fostering an greater level of intriguing creativity.

The company holds as “creative update” every 18 months where blueprints ( drawings/images/clips) of animations are presented to head management . By doing this, instantly each input is given value and recognisition, allowing employees to find meaning and success in their efforts at work.

It further provides non-monetary incentives and physical workplace bonuses to its employees such as yoga and kickboxing classes.

They host Monday Night movie screenings that allow for its workforce to relax and bond on greater levels outside of daily work activities.

Employees are given stipends they can use to personalize their work stations.

After the completion of every large project parties are held where employees are encouraged to share their work they have achieved and congratulate each other.

By creating the work environment as home like DreamWorks experienced a growth of 42% in 2015.

For better employee engagement, Google tries to create a culture of transparency, trust and inclusion.

Transparency: Google founders host a weekly meeting to review news and product launches. A few weeks into every quarter, the Executive chairman presents to Googlers most of the exact materials presented to their Board of directors.

Trust: Google solicits feedback and uses it on everything, from how employees refer to be compensated to the design of their new company bicycles.

Inclusion: Google conducts formal surveys annually where employees get to see everyone else’s feedback, company leaders conduct employee forums to respond to their 20 most-asked questions.

Google’s 2 strong employee engagement strategies are:

Create a two-way dialogue on the most important issues on people’s minds.

Engage employees in solving problems, not just raising them.

Fostering a more engaged workforce has helped Google to achieve its mission, execute its strategy and generate positive business results.