We strive to create highly engaged fun workshops, family day events, annual days and other fun at work activities to create a positive working environment.

1. Engage4more
What would contribute most to your being both happier and more productive at work?
How about feeling truly taken care of, appreciated, and trusted by your employer?
More than 100 studies have affirmed the connection between employee engagement and
performance, but the Towers Watson 2012 Global Workforce Study — 32,000 employees
across 30 countries — makes the most powerful, bottom line case yet for the connection
between how we feel at work and how we perform.
This new study concludes that the traditional definition of engagement — the willingness
to invest discretionary effort on the job —is no longer sufficient to fuel top performance
in a world of relentlessly increasing demand. The problem is that “willing” doesn’t
guarantee “able.”
What’s required now is something called “sustainable engagement.” The key factor, the
study finds, is a work environment that more fully energizes employees by promoting
their physical, emotional and social well-being. I’d add to that mental and spiritual well
being — or more specifically, the added energy derived from the capacity for absorbed
focus and a strong sense of purpose.
“Many employers are pursuing a variety of wellness efforts, typically focused on giving
incentives or penalties to people who embrace healthy behaviors like exercise, good diet
or effective management of a chronic illness,” the report concludes. “These are
important, but to sustain energy, employee engagement events have to go beyond these
core programs and embrace the notion of workplace energy on a far broader plane.”
Source:- http://engage4more.com/how-employee-engagement-hits-the-bottom-line

2. Employee Retention Now a big Issue: Why the Tide has
Turned

3. Employee Retention Now a big Issue: Why the Tide has
Turned
•
I can tell the economy is recovering: we’re suddenly seeing companies tell us that “employee retention”
has become a critical issue. Let me give you some research-based perspectives on this critically
important topic.
What does Retention Mean?
Nearly all companies measure turnover. In some industries (retail, customer service, hospitality)
turnover rates of 30-40% are common and sometimes even accepted. I had a conversation with one
HR manager who told me “we design our organization around high-turnover: we make sure jobs are
easy to learn so we can rapidly assimilate new people.”
While this may be a reality in many companies, our research shows that it’s not a sound strategy.
Regardless of the role they play, tenured employees drive far greater value than those who are “cycling
through” the business.
Many studies show that the total cost of losing an employee can range from tens of thousands of
dollars to 1.5-2X annual salary.
Consider the real “total cost” of losing an employee:
• Cost of hiring a new person (advertising, interviewing, screening, hiring)
• Cost of onboarding a new person (training, management time)
• Lost productivity (a new person may take 1-2 years to reach the productivity of an existing person)
• Lost engagement (other employees who see high turnover disengage and lose productivity)
• Customer service and errors (new employees take longer and are often less adept at solving
problems). In healthcare this may result in much higher error rates, illness, and other very expensive
costs (which are not seen by HR)
• Training cost (over 2-3 years you likely invest 10-20% of an employee’s salary or more in
training, that is gone)
•
Source :- http://engage4more.com/employee-retention

4. Engage4more Snap

5. Engage4more Snap

6. Engage4more Snap

7. Address
• Mumbai Address:
• 5, creative industrial estate, road no 2,
• sunder nagar, kalina, santacruz east,
• mumbai 400 098
• Call us @ +912240061561
•
+919867319977
• Delhi Address:
• 307-308, Vardhman Crown Plaza
• Plot no. 2, Sector 19 - Dwarka, Delhi 110075
• Call us @ +911165651966
•
+919810442800
• Or Visit @ http://engage4more.com/