NHRDN Virtual Learning Session on New Age Employee EngagementManish Pathak | +91 99713 92805Customer Success Partnerhttp://www. triggero.com | email@example.com
45% increase in Employee Disengagement since 2009 *Business Week lostemployees.com
Gallup poll estimates that actively disengaged employeescost the American economy up to $350 billion peryear in lost productivity.
Worst, these disengagedemployees are in your company. i-sight.com
Engaged employees lead tofinancial business success, not theother way around.* Gallup Management Journal-’What really drivesfinancial success?’
Engaged employees generate 43% morerevenue and can boost performance by 200% Hay Group – as referenced in the HR Magazine article askusfirst.wordpress.com
By increasing 15% on employee engagement strategies, your operation margin increases by 2%. * Towers Watsonhttp://minglecity.com/profiles/blogs/lazy-employees-is-the-man
Out of 1,000 people surveyed , two-thirdof workers report that they are putting inunpaid overtime * ECONOMIST article on ‘Overstretched’
The reward for all this effort is frozenpay and shrinking perks
Commitment to deliver service excellencetakes a toll on one’s mind -overworked!
Under appreciation or ignorance by peersis a silent demotivator
63% of workers say that theiremployers do not appreciate theirextra effort*The Hay survey
57% feel that employees aretreated like dispensable commodities*The Hay survey
59% surveyed are actively looking for a new job than85% of those who are staying only because that market is sodismal *The Hay survey synchealthblog.wordpress.com
New Age Employee Engagement? EW HR management theory? EW tool to increase productivity? EW process to stop attrition? EW set of R&R program?
New Age Employee Engagement? It was always there. There is nothing new about it. It is about PEOPLE It is always going to be relevant?
Is this for me? We already have best practices at our Organization? We are BPO and no engagement can help us?We are manufacturing set upand these are not for us? We tried something but it did not work, do we need it?
Retaining top performers is a challenge-The stronger the hold ,the riskier their chances toslip away moneymint.in
31% of employees are not satisfiedwith their current jobs* 2011 Forbes ‘Top 10 Signs Its Time To Leave Your Job‘ moneycontrol.com
According to Forbes 74% of top performerswould consider leaving if offered another job * 2011 Forbes ‘Top 10 Signs Its Time To Leave Your Job ‘ lifeislikethat.hubpages.com
52% of US employers say it’s difficult to attract‘critical skill’ employees and 25% say it’s hard toretain top performers * Towers Watson http://www.inpharm.com/news/train-retain-holding-your-best-
85% employees deal with suchconflicts out of which only 29% doso ‘frequently’ http://img.en25.com/Web/CPP/Conflict_report.pd
27% of employeeshave seen conflict lead to personalattacks, sickness andabsence, bullying and project failureat workplace. http://img.en25.com/Web/CPP/Conflict_report.pd
Employee morale and productivitybegins to go down significantly reallybadboss.com
Employee Turnover is undesirable considering the expense of time and money in recruiting and training process.http://www.buzzle.com http://img.en25.com/Web/CPP/Conflict_report.pd
Stress Miscommunication Lack of honesty Heavy workload Warring egosLack of role clarity
Must have or Good to Have Sounds good but we are anyway profitable! We will do this once we stabilize our profitability!HR is evolving at ourorganization, this will happeneventually! Our management is very much ROI driven. Can you guarantee the befits!