The document discusses the importance of employee engagement in enhancing organizational performance, emphasizing the need for companies to listen to employee feedback and recognize their contributions. It presents the unique Employee Engagement Index (EEI), a metric for measuring employee relationships and commitment, and categorizes employees into different engagement levels to identify necessary actions. Furthermore, it outlines a structured approach for conducting employee engagement surveys and implementing improvement strategies.

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EMPLOYEE ENGAGEMENT
PROGRAM

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Content
INTRODUCTION
EMPLOYEE ENGAGEMENT PROGRAM
ABOUT ASHAVI

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INTRODUCTION

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An organizations' performance is impacted by many…
Voice of
Regulators
Voice of
Customers
Voice of
Channel
Partners
Voice of
Suppliers
Voice of
Internal
Customers
Voice of
Shareholder/
Investors
Voice of
Employees
Voice of
Media
Products
Plans
Processes
Market
Performance
• All stakeholder groups are customers in different
contexts, and can influence performance/
perceptions of the organisation.
• Employees’ holds the key of success for any
company. Hence, listening to their voices is very
important.
• Employees’ workplace should have ability to
motivate to have maximum contribution.
• Employees’ recognition, motivation, commitment is
dependent upon the function & level.
• Hence, a periodic measurement of employee
engagement helps benefit the organisation to drive
higher growth.

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What is employee engagement ?
• Employee engagement includes all emotional activities that can make employees feel enthusiastic, passionate
and committed to their work in the organization.
• An engaged employee gives their hearts, spirit, mind and hands to deliver the best results for the organization.
ENGAGED EMPLOYEES DISENGAGED EMPLOYEES
• Work with normal mode, refuse the
challenges,
• Wait to be pushed to work
• Avoid communication
• Blame others
• Work alone
• No asking any question
• Enjoy the work and do not refuse
challenges.
• Proactive and motivates others team
members
• Communicate well
• Collaboratives
• Share their concern/ open to discuss
• Well-accept any transformation

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Why do you need to pay attention to employee engagement?
The worker maintain less interest in
any negative feedback about the
company. Even if the company has
changed policy, they still commit to the
work.
Engaged employees stay positive
Employee is capital which we should maintain
as long as we can. Less number of employee
quit job, you are able to save many money
and effort
Engaged employees are less likely to quit job
The engaged employees will deliver
better quality than disengaged
employees.
Better engagement better productivity
They find creativity to be essential.
They thrive on knowing that they
can find new ways of completing
tasks and projects.
Engaged employees are more creative

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EMPLOYEE ENGAGEMENT PROGRAM

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ASHAVI framework for measuring employee engagement…
• Satisfaction on specific aspects leads to Overall
Satisfaction… Reactions to the Working Environment and
Terms and Conditions of employment.
• Recommendation is a measure of the response to
experiences and perceptions, i.e. pride in the organisation.
• Intent to continue relationship is a measure of the response
to experience i.e. level of loyalty.
• Rejoining is a measure of response to re-experience and
value. i.e. existing satisfaction.
• Identification, within the organization makes it connected
• Motivation level measures the intensity of commitment and
the way it translates into a desire to contribute to the
company’s success.
• Trust in the company measures the extent to which the above
could be channeled into meeting short and long term
company objectives
ASPECTS
Rational
Emotional
Intentional
Motivation
Achievement
Association
Performance
Evaluation
Employee
Satisfaction
Relationship
Strength
Pride in organization
& Trust
Engagement
RESULTS

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Unique’ Employee Engagement Index (EEI)
• An uniquely crafted
engagement index that can be
showcased to show the
employees bonding with
organization.
• The classification of EEI groups
the employees into different
levels are identifies suitable
course of action.
• The EEI is built on the principal
of Net Promoter score.
• The EEI further gives a
Strategic and Diagnostic
opportunities to strengthen it.
QUESTIONS
Recommendation
Continuing
Relations
Motivation of
Colleagues
Overall Performance
(Overall Satisfaction)
Market Strength of
the Company
Identification with
organization
EEI
Strategic
“Intensity of
Employee
Engagement”
- Overall
Perspective
Diagnostic
“Identifies areas
for HR Action”
- Actionable
Specifics
A ‘One’ Number
Composite Measure of
Relationship Intensity

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ASHAVI Unique’ Employee Engagement Index (EEI)
Employee Engagement Index (EEI) is single powerful number, to measure relationship intensity
EEI
Overall Experience
Trust in
Company’s
Prospects
Association with
company
Recommendation
Motivation
level
Rejoining

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ASHAVI Unique’ Employee Engagement Index (EEI) Segment
Mapping and segmenting your employees into 4 groups on the base of key EEI questions.
Low satisfaction High satisfaction
High Loyalty
Low Loyalty
Opponent
Super Star
Contented
Trapped • Constantly learning and
taking calculated risks
• Feel comfortable at work and
willing to take challenges.
• Love the job and love the
company. Willing to scarify
themselves for company.
• Encourage peers and
motivate them
• Bored and frustrated at work
• Demotivate peers
• Afraid to communicate/ or
speak poorly about the
company and leader.
• Try to find reason for not
doing the work.
• Work ineffectively.
• Pay/ compensation is key
reason for them to stay in
company.
• Work as normal, non
enthusiasm, work as
requirement.
• Generally underutilized:
means they can work better
but don’t want to work better
• Meet expectations
• Stick to the existing, afraid of
taking risk
• Well communication to
leader
• Enjoy the work
• Feel proud of their personal
expertise.

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Understand the reason behind the engagement level
The opponents are killing your super stars. It’s very important to maintain Super Star and Contented.
16
25 21
12
5
43
60
45
34
34
23
10
28
25
30
18
5 6
29 31
OVERALL
COMPANY
HR/ ADMIN/ IT
DEPARTMENT
MARKETING SALES OPERATION
ENGAGEMENT SEGMENT
Super star Contented Trapped Opponent
Super Star
- I feel to be challenged every day.
- I feel that I am an important member in company.
- I feel my team is best.
Contented
- My compensation is fair enough in comparison to
other workplace.
- I feel satisfied to my job.
Trapped
- My company provide me enough condition for me
to work.
- My compensation is better than other workplace
that I know.
Opponent
- I doubt about the leadership/ management.
- I weren't informed about the changes of the
company.
Your engagement activities are to maintain Super Star and Contented. The Opponents require a big push and closely
supervision to change their behaviors. Trapped need more motivation/ challenge at work.

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Employee Engagement Index (EEI) : Influencer Matric
The diagnostics are built on the basis of psychological fulfillment from a organization.
Employee
Engagement
Index
HYGIENE FACTORS
• Quality of supervision
• Compensation
• Company policies
• Physical working conditions
• Relations with others
• Job security
MOTIVATING FACTORS
• Promotion opportunities
• Opportunities for personal
growth
• Recognition
• Responsibility
• Achievement
Herzberg Hygiene Factors
*EEI provides a comprehensive list across 12 core dimensions that have a direct bearing on EEI.

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ASHAVI Unique’ Employee Engagement Index (EEI) - Prioritization
Which factors need to focus, which factors should ignore?
Stated Important / Importance level of factors claimed by employees
Derive
Important
/
Factors
impact
to
improve
Employee
Commitment
Factors are important, but not
impacting to employee
commitment. Those factors are
hygienics, must have as basis.
HYGIENICS
Factors are important and impacting
much on employee commitment
MOTIVATORS
Factors are not important as well as not
impacting to employee commitment
SAVERS
OPPORTUNITIES
Factors are not important but potentially
impacting to employee commitment.

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Gain trust by implementing it with transparency and anonymous
Do your employees feel comfortable to tell you the truth?
• Your employees won’t give you truth if they don’t believe you.
• The more important thing is to get the truth from research by getting data anonymously & unbiased.
• After getting result, the more important thing is you need to take action and let all employees know you are
seriously taking action with the determination of improvement.
01 02 03
An email should be sent to all
employee to introduce the survey by
the company.
A communication in department to
encourage the participation.
*Survey
Introduction
An email with the link of
survey should be sent to
all employees.
Survey Invitation Receive feedback
and do analysis
05
Present the result
to all employees
and communicate
the company’s
plan to them.
Present the result to top
management and provide
initial engagement plan
04

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• Additionally, a 10 mins online questionnaire, easy to answer but bring powerful insights. A comparative
assessment with present & past employees
…we engage with the employees beyond current role.
16
What do you like about working at
Company A?
What do you dislike about working at
Company A?

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What ASHAVI would help you
17
We provide the link of survey which can
collect the feedback. The employee’s
information will be kept confidential.
After having the result, we support to
facilitate the workshop to generate
insight and provoke innovative ideas to
engage employees
Support to provide the tools to measure
the effectiveness of engagement
activities.
Conduct Employee
Satisfaction Survey
Employee Engagement
Workshop
Measure the effective of
employee engagement
activities
1
2
3

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ABOUT US

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ASHAVI - Strategic Consultancy for Insights, Technologies & Experts
Vision Mission
Become Top leading
Business Management
Consulting Partners for
Vietnam Enterprises
To boost business by
Insights & Technologies
Philosophy
To connect Brands with
Consumers via Research
& Technology

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Complicated issues/ concerns are answered simply by our way
advise Marketing strategy to
answer WHO & WHAT will be
offered?
Markets
WHAT to sell WHERE to sell
Marketing
Strategy
HOW to sell
aid in Understanding Customers’ Behavior
aid in Marketing strategy &
providing direction on how
to make it happen?

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Our Clients

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Our Services
Delivers answers to your business
challenges with multitude market
research approaches
STRATEGIC MARKET RESEARCH
Understands behavioral
information of your interested
profile in social media channels
SOCIAL ENGAGEMENT
Provides marketing & sales leads
for your customer acquisition plan
and targets
LEAD GENERATION

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Our Services (cont.)
Offers cutting edge big data
analytics, retail, marketing analytics
and social media analytics
DATA ANALYTIC
Connects your business objectives
through Android, iOS applications
with customers
MOBILITY
Business Intelligence Dashboards
& KPI based Reporting,
BUSINESS INTELLIGENCE

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Thuy Dinh (Mrs.) - Managing Director
Tel: 0933 969 538
Email: thuydinh@ashavi.com