Employee engagement


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Organizations seek to maximize the productivity and profitability of their staff !
Individuals seek satisfaction from their work !
If both can be achieved concurrently , there is a true Win-Win !
The impact of an ‘engaged’ workforce over an ‘unengaged’ one is dramatic

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Employee engagement

  1. 1. Employee engagement
  2. 2. Employee Engagement  Employee engagement can be defined as an employee putting forth extra discretionary effort, as well as the likelihood of the employee being loyal and remaining with the organization over the long haul. Research shows that engaged employees: perform better, put in extra efforts to help get the job done, show a strong level of commitment to the organization, and are more motivated and optimistic about their work goals. Employers with engaged employees tend to experience low employee turnover and more impressive business outcomes.
  3. 3. What is employee engagement Attracting, Retaining & Developing Talent to Enhance Organizational Capability
  4. 4. Importance  Attrition in India to top world charts in 2013; one in four employees to change jobs One in four employees in the organized sector in India is set to switch jobs, the highest attrition rate globally, according to a Hay Group study. The series of fresh investments planned across sectors could raise demand for talent even as economic conditions remain tepid, raising concerns on employee engagement and retention. By Ross Reck According to a recent article in The Economic Times, India is "in the eye of an employee turnover storm. " With a projected employee turnover rate of 26.9% for 2013, India will lead the world in employee turnover. Recruiting and training replacement employees is expensive and has a significant .negative impact on a company's bottom line. The attrition level is become a hard nut to crack in business peoples, only good employee engagement activities can drive a good path for business success. Retaining employees is gaining importance in today‟s business world.
  5. 5. Its a step ahead than employee Satisfaction: Employee engagement is more than just the current HR 'buzzword'; it is essential. In order for organizations to meet and surpass organizational objectives, employees must be engaged.  Belief in the organization  Desire to work to make things better  Understanding of business context and the „bigger picture‟  Respectful of and helpful to colleagues  Willingness to „go the extra mile‟  Keeping up to date with developments in the field
  6. 6. Drivers of Engagement - What matters most? Knowing whether employees are engaged or disengaged is only the first step. You also need to be able to take action on the results. You need to understand the key drivers of engagement and disengagement, and you need to be able to plan activities or initiatives that will have the greatest impact on increasing engagement. The elements that drive engagement are usually similar across most companies, but the specific concerns and level of importance are unique and specific in every company and even in different demographic subgroups within a company. We employ two techniques that enable you to identify the key drivers of engagement in your company and to understand what to focus on and how to improve in those areas. Priority Level - we look at the statistical patterns across all groups in your organization to determine which items are impacting overall engagement within each demographic group. Items with low scores that are strongly linked to engagement are the areas where you will want to focus your change initiatives and engagement strategy. Virtual Focus Groups - next, we ask targeted follow-up questions at the end of the survey that ask employees to provide examples of problems as well as suggestions for how to improve. Once you have identified an area that needs improvement, you can turn to the comments where you will often find detailed information that provides the specific what, why, and how so you can take action.
  7. 7. ENABLERS OF ENGAGEMENT The below four enablers of engagement have proved to be useful lenses which can help organizations assess the effectiveness of their approaches.  Visible, empowering leadership providing a strong strategic narrative about the organization, where it‟s come from and where it‟s going.  Engaging managers who focus their people and give them scope, treat their people as individuals and coach and stretch their people.  There is employee voice throughout the organizations, for reinforcing and challenging views, between functions and externally, employees are seen as central to the solution.  There is organizational integrity – the values on the wall are reflected in day to day behaviors. There is no „say –do‟ gap.
  8. 8. Hints to employee engagement activities 1. Picnic at regular intervals 2. Movie at interval of 2 months 3. A daily column, written by CEO, on the intranet with company announcements / programs etc. 4. Update via an overhead paging system, which is used to recognize employees for significant business achievements.
  9. 9.  5. Employee suggestion systems / quick responses.  6. Replay on the intranet about the president‟s / CEO‟s press conference.  7. Live version of internal house magazine.  8. CEO spending time in face to face communication with staff.  9. CEO based FAQ questions on company business
  10. 10.  10. ONLINE “ask the CEO” mailbox.  11. Monthly staff awards  12. Annual staff awards  13. Weekly blog related to serious business issues and staff to read / comments.  14. Appointment of disaster management team  15. Appointment of emergency management team
  11. 11.  16. Problem solving committee.  17. Quality assurance committee.  18. Conducting soft skills training program as well as required training programs  19. Online real-time tracking of progress. Employees can view company progress towards targets / goals.  20. Provide long term strategic vision for business growth.  21. Indoor Games as well as Outdoor games, like Chess, Cricket, Badminton etc..  22. Celebration of Employees Birthday  23. Employee Feedback form  24. Staff Day
  12. 12. End Organizations seek to maximize the productivity and profitability of their staff ! Individuals seek satisfaction from their work ! If both can be achieved concurrently , there is a true Win-Win ! The impact of an „engaged‟ workforce over an „unengaged‟ one is dramatic.
  13. 13. Thank You Green Wind Solutions Pvt Ltd Corporate Consultants GA Top Towers. Shornur Road. Thiruvambadi P O.Thrissur-680022.Kerala Phone: +919020996968;+91-8891418440 , Email: greenwind@outlook.com Follow us on https://www.facebook.com/GreenWindSolutions https://greenwindsolutions.blogspot.in/ http://www.slideshare.net/GreenWindSolutions/ http://greenwindblog.wordpress.com/ The moment you find the answer
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