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Employee Engagement
- 1. COMPANIES THAT GET EMPLOYEE ENGAGEMENT Submitted by:- Name:-Yuvangi Patel Unnati Patel Mayur Behara Ajay Gupta
- 2. COMPANIES THAT GET EMPLOYEE ENGAGEMENT GOOGLE - TRANSPARENCY Google as a company believes in internal transparency. On every software engineers' first day, he or she gets access to almost all of Google's code, every employee can view the personal goals and objectives (called "OKRs") of every other employee, and the company holds all-hands meetings every Friday where anyone can ask the founders questions about anything. The company, as a rule, likes to "default to open." That manifests itself in big ways - like how the company publishes "Transparency Reports" where it shows the data requests it gets from the government - but in more subtle ways too. For example, in the name of transparency, Google's often discourage each other from complaining about other employees via email. "The way we solve the 'backstabbing' problem, for example, is that if you write a nasty email about someone, you shouldn't be surprised if they are added to the email thread," Google HR boss Laszlo Bock writes in his new book, "Work Rules!" "I remember the first time I complained about somebody in an email and my manager promptly copied that person, which forced us to quickly resolve the issue. It was a stark lesson in the importance of having direct conversations with colleagues!" By valuing an open and transparent company culture, Google teaches its employees that it believes them to be trustworthy and have good judgment. That, in turn, empowers them. Having more information also gives each employees more context, which helps them do their own jobs more effectively.
- 3. HYATT – EMPLOYEE DEVELOPMENT Top Reasons Hyatt Employees Are Engaged in Their Work Hyatt employees themselves list several reasons why they remain engaged in their work, and all of them go right back to the company’s employee engagement strategy. Not only are there tangible perks like travel discounts and free or subsidized on- site meals in the company’s well-respected restaurants, Hyatt makes it a point to listen to employees and to train them how to listen effectively to each other and to hotel guests. Additionally, the company offers tuition reimbursement, encouraging employees at all levels to further their education. They also team up with organizations like Khan Academy to provide skill training to employees so that more employees have more access to expanded career choices. In short, Hyatt does not just talk about investing in their employees. They actually do it. Empowerment as a Pillar of the Employee Engagement Strategy Employee empowerment is a key element of Hyatt’s employee engagement strategy. Employees who feel unable to act to solve the inevitable problems that arise in day-to-day business cannot be expected to be engaged in their work because their efforts are stopped before they can start. Hyatt offers ongoing training opportunities for employees and trusts them to act when problems arise. This not only results in problems being solved more quickly, it improves employee engagement because engaged employees are ones who know that their work makes a difference on multiple levels. Empowerment of employees to listen and solve problems not only helps them in their current work, but also helps prepare them for greater responsibilities, and this is critical in a company that likes to promote from within.
- 4. AMERICAN EXPRESS – FOCUS ON BEHAVIOURS In a world where results are everything and goals are often largely about what results people achieve, regardless of how they achieved them, American Express was different even 25 years ago. The company has for a long time had equal weighting between the fact that people achieve their goals and how they do it. It simply should not be possible to achieve top results, ratings, pay and potential bonus without considering the impact of your behaviors. Behaviors are how we conduct ourselves, act and react, towards others. We’ve found that successful companies understand how behaviors impact employees on an emotional level, where much of engagement with an employer happens. They therefore value how people do their job. You can’t have someone being a high performer but behaving really badly at the same time - it sends the wrong message. The high performers in companies where engagement is high, understand their impact and behave in a collaborative and respectful way.
- 5. SOUTHWEST AIRLINES – PURPOSE This airline sees their purpose as connecting people with what’s important to them. They don’t just see themselves as transporters of people, but as enablers who help people get to people or places they care about. This may be seen as a small differentiation, but it can make a big difference in how important an employee perceives his/her job. A strong, clear purpose connects emotionally with employees, it engages. In our experience, purpose is becoming more and more important to employees. To see that you are doing something more profound than just selling a product or service, makes you feel important. It’s no longer enough to “just do a job”, we’re seeing that people want to make a difference, to contribute to something bigger than themselves.