1. Employee Engagement
A psychological state in which employees
feel a vested interest in the company’s
success and are both willing and motivated
to perform to levels that exceed the stated
job requirements.

2. Engagement Defined
1960 1980 2000
TIME
Satisfaction Motivation Commitment
Morale
Engagement
 Enjoys the job  Strives to achieve  Loyal to  Proactively seeks
personal goals organization, opportunities to serve
 Is not
optimistic for the the mission of the
dissatisfied with  Contributes
future organization
terms and energetically
conditions  Collaborates to  Willing to go the “extra
 Values achieving
achieve team mile”
 Not necessarily personal goals
goals
a team player more than team/  Is willing to withhold
organizational  Has a sense of criticism and/or be
goals belonging to constructively critical
organization for the good of the
organization
2

3. Survey to Measure Engagement
• We propose a survey to understand the perceptions of employees
about certain parameters pertaining to their association with the
organisation.
• The finding of the survey will highlight the extent of employees
engagement within a organisation and what parameters require
special attention.
• Strategy Modification and / or Training Programs can be used to
enhance employee engagement using the information collected.
• The periodic re-run of the survey will ascertain the effectiveness
of measures used to enhance engagement.

4. Effective for all employees
• We intend to cover all employees for this including Blue
Collar or Contractual Employees, if the required.
• Inclusion of Blue Collar employees will provide
information necessary to :
– Understand their psyche
– Ensure Safety and Discipline within premises
– Mitigate the risks associated with Labour unrest
– Increase productivity and profitability
– Ensure healthy working environment
– Reduce attrition rates
– Identifying the communication gaps

5. Effective for all employees
• Similarly the exercise on White Collar Employees is
intended to provide necessary information on :
– Improving working environment
– Ensure better communication in terms of expectation and
delivery
– Provide support by removing obstacles to optimal performance
– Reduce attritions in a big way
– Increasing productivity and profitability

6. Methodology
• Standard parameters are proposed for a discussion.
• Company specific issues are identified using “qualitative
research techniques” (i.e. depth interviews and group
discussions).
• Research design is finalised on the bases of feedback from the
stake holders.
• Mode of questionnaire administration is identified depending
on type of respondents, that can be either interactive,
telephonic, self administered or online.
• Collected data is utilised for a structured report that highlights
the level of engagement and areas of concern.

7. Methodology
The finding of the report can be used for :
• Making / modifying strategies to enhance
engagement.
• Conducting focused training programs
targeting areas of concern among specific
audience.
CANDID consultants is a leading talent search & employee
engagement consultancy company. The team consists of people
with wide experience of HR practices and Market Research.
For more details please contact :
Puneet Gulati
puneet.gulati@candidconsultants.net