Employee Engagement

Nanthitha JayagopalSenior Executive -HR

Why Employee Engagement??

CULTURE AND TRADITION ARE

SOURCES OF IDENTITY

THE IMPORTANCE OF VALUESValue-based companies are more successful.

Organizations featured in best company to work for or firms of endearment out-perform their competitors by 300-400%.

As Richard Barrett puts it:“The difference between the best companies to work for and other companies is (that) they care about the needs of their employees – they care about what their employees value.” 

Value-based management, or VBM, focuses on better decision making on all levels within a company, This approach has the great advantage of ensuring a balance between short-term decisions and long-term decisions, aligning the company direction with its key value drivers.

MEASURE FOR EMPLOYEE ENGAGEMENT EFFORTS

Gallup sets a list of behaviors that Engaged employees display in a company:• Consistently high levels of performance• Natural innovation and a drive for efficiency• Intentional building of supportive efficiency• Clear understanding about the desired outcomes for their

roles• Emotional commitment to what they do• High energy enthusiasm• Commitment to their organization, work group and job

This commitment to the company makes it a natural behavior to offer their discretionary effort and time for the greater good of a project or team.

Employee engagement is an organizational effort that requires a long-term vision in a business strategy context, if it is to improve productivity and retention rates.

Higher Productivity

Engaged employees are 50% more productive than colleagues who are not engaged

COMPENSATION AND BENEFITS

Though usually not ranked the most important, compensation is an important factor in job satisfaction

An employee who feels adequately compensated monetarily is more likely to stay with your organization

COMPENSATION AND BENEFITS

To increase employee engagementFind

Analyze

Implement

Encourage with constant communication

Will be there for them

Celebrate their achievements

Encourage them to bring new projects to the table

“The difference between employee happiness and employee engagement”

“Employee happiness is mainly controlled by the employee” and that “Employee engagement is largely controlled by the

employee.”

Employee Engagement Ideas

Survey AnalysisLevel 4: How can we all

grow?

Level 3: Do I belong here?

Level 2: What do I give?

Level 1: What do I get?

Assign company values

Assign - company’s values to a certain employee, every month, based on a peer-voting process.

The person who best represented that value can be set as an example and be publicly acknowledged for his actions.

 Have teams to create their own set of values

Designing your own game rules makes playing a lot more fun.

Team synergy is not an easy objective to attain, and it’s definitely not a rapid one. But it is essential to the end-game objective

and

To the overall performance of the project. Having teams to create a team culture, based on 2-3 commonly agreed values or ground rules can help nurture and speed up that process.

  Encourage personal projectsHaving people from different departments connecting and bouncing ideas can help get a new perspective.

Projects and initiatives can get new directions, encouraging a creativity and energy flow that would only benefit the rest of the working hours.

Ever heard of the  Blue Sky program?

  Assign a buddy/mentor for every newcomerAn important part of the on boarding process is having someone answer some really important questions.

Questions that someone would be hesitant to simply ask a manager.

Building a trustworthy relationship with someone with more experience in that company can help guide the newcomer.

This way he or she can better adapt and grow part of the team.

Have themed office days

For the more open-minded companies, this initiative can bring a lot of fun

and increase employee loyalty.

Have team photos

Have photos of your team on a wall, or frame them around the office.

Group photos, funny photos, events photos or random photos snapped when people weren’t watching.

It’s a cultural element that can encourage and foster work relationships and employee engagement.

Raise in salariesI’m sure at least half of the people reading this article will have an eyebrow up at this point.

Bear with me. In 2008, attrition among AT&T Mobility’s retail sales consultants cost millions annually and impacted the service experience.

The company reduced costs, increased revenues and improved the customer experience by developing employees to be more inspired and engaged.

Reminding people company’s mission and

valuesIt’s important that you emphasize, once in a while, what your company stands for.

People need to be reminded of : why they are doing ?

: what they’re doing? 

   Recognize and encourage innovation

You might have heard some pretty inspiring ideas around the office. What about that project that came together so well and had some amazing

improvements that no one initially thought of? Find out who came up with that idea.

Give them a friendly “Good job!” or recognize them publicly for going the extra mile.

Celebrate achievements

Big or small, they are the solid proof that the work people are putting in has meaning.

No one can go through tasks and assignments for months, or even years without burning out.

Refill their energy tanks with some recognition and celebrate their hard work. This is also a great way to glue together teams.

Celebrate peopleBirthdays, promotions, retirements, newcomers welcoming, there are plenty of important moments where people can be put at the front of the company.

They make the company and it’s a great and relaxing way of showing them that they matter.

Suggestion Box – Receive FeedbackYes, everyone knows that and everyone talks about it. But it’s really hard to implement.

You’re dealing with peoples’ work, their position, their emotions and key success factors. It’s a dangerous mix that the wrong feedback can cause to explode. Keep it simple. Offer a framework or a system that employees can use with confidence and honesty. Let them know you value their opinion and, most importantly, act on that feedback. More thoughts on feedback.

It’s the small things that can sometime

make a difference. Like having colored mugs at

work or an awesome air freshener.

Get socialGo out, have fun, have team building and weekend competitions! It can be really overwhelming to work, work, work 8-12h a day and crave a weekend that passes in a blink of an eye.

Join sports competitions and encourage team playing activities.

Performance ManagementPerformance management is an ongoing process where the manager/supervisor and employee work together to plan, monitor and review an employee's work objectives or goals and overall contribution to the organization

Motivates employees to do their best

Establishes clear communication between the manager and the employee about what s/he is expected to accomplish

Provides on-going, constructive feedback on performance

Establishes plans for improving performance, as necessaryIdentifies the skills and abilities of each employee so that work assignments build on and reflect an employee's strengths

Identifies individual employees for more challenging work

Learning, Training and DevelopmentInvesting in training programs helps employees develop personally and professionally

Work Teams and Group DynamicsWhen you develop and support effective teams, you enhance the power and feeling of satisfaction of individuals working on the team

When a team works well, it means that staff trust one another and that leads to better sharing of knowledge and understanding

Developing an Innovative Culture

Factors to be ObservedOrganization culture is

one of the important parameters that affects us.

It is something that makes us come back to work each day with a purpose and a smile.

Our culture is a reflection of our beliefs and spirit. 

Freedom of expression

Appreciation of excellence

Your opinion countsDeep rooted beliefsYour well being

matters

Factors - Employee Engagement

A Culture of TransparencyA Culture of GivingBeing an Employer of Choice

We Succeed When Our Customers Succeed

We Grow When Our People Grow

Teams Work, Boundaries Don’t

Energy and Focus Transform Challenges into Opportunities

Outstanding Execution Delivers Impact

Innovation Keeps Us Ahead of the Curve

Employee Engagement activities

Encourage knowledge sharing in a creative way – Presentations on their Experience in weekends(Sales & marketing).

Showing them the money.Create a knowledge sharing system -

every individuals. Involving employees in business

planning process – Team Meets.

Updating Knowledge by department wise,

HR Can Nominate according on calendar basis.

Accounts,CRM,HR,Sales,Marketing,Admin ,etc……

Knowledge Sharing – Department wise

Coffee with management

Can be framed……..Encourage and provide

learning opportunitiesHaving a “HACK DAY”Create their own on

boarding experienceI am my own hero –

Display the achievements of month.(employee).

Internal magazineExtraordinary

ManagersExcitement about

upcoming opportunitiesGive backBest Employee of the

Month.(Sales,attendence,feedback,etc…)

Can be framed…….Talent Hunt Motivational Mail (day

basis).Employee Bonding

EventDiversity WeekWellness WeekMagazines for

Employees achievements.

Career GrowthAdvanced learning

opportunitiesSuggestion boxHR Manual or HR

Policies Handbook.Events Gift – (Marriage)Color of month –

(employees Wear unique color suit every 1st Sat of month)