The document discusses employee engagement, defining it as the emotional commitment employees feel toward their organization and its goals. Engaged employees care about their work and company. It also discusses the need for engagement, noting research showing engaged employees perform better and are less likely to leave. The document provides suggestions for achieving engagement, such as providing variety, open communication, and celebrating successes. It also discusses measuring and improving engagement over time.

1. -Hareesh.M
2014-600-120
Employee Engagement

2. Definition of Employee Engagement
Employee engagement is the emotional
commitment the employee has to the
organization and it’s goals.
– This emotional commitment means engaged
employees actually care about their work and
their company
– They work on behalf of the organization’s goals

3. Its a step ahead than Employee Satisfaction:
Belief in the organization
Desire to work to make things better
Understanding of business context and the ‘bigger picture’
Respectful of and helpful to colleagues
Willingness to ‘go the extra mile’

4.  Components of engagement :
Rational Engagement: the involvement, understanding and motivation an
employee has in his/her job.
 Emotional Engagement: the attitudinal attachment an employee has to
his/her company.

5. Why Does It Matter?
“To win in the marketplace
you must first win in the
workplace.”
~ Former Campbell’s Soup CEO, Doug Conant

6. What Do Employees Want?
• The tools and equipment to be successful in their job
• The opportunity to do what they do best
• Feedback, praise & recognition
• To know that they are cared about
• To know that they matter and make a difference
• The opportunity to progress, learn new things
• To be treated fairly

8. Being An Engaged Employee
When employees care—when they are engaged—
they-
• Give 110%
• Go the extra mile
• Take personal responsibility/accountability
• Hold themselves to a higher standard
• Take pride in the quality of their work
• Feel that what they contribute matters to the success
of the organization

9. Need of employee engagement
 HR practitioners believe that the engagement challenge has a lot to
do with how employee feels about the about work experience and how
he or she is treated in the organization.
In a research survey of more than 50,000 employees at 59 member
organizations in 27 countries and 10 industries, done by Corporate
Leadership Council, has demonstrated the real bottom-line impact of
employee engagement.
Highly committed employees perform up to 20 percentile points
better and are 87% less likely to leave the organization than employees
with low levels of commitment.

11. How to achieve employee engagement

12. Provide variety.
 Conduct periodic meetings with employees.
Communicate openly and clearly.
 Get to know employees' interests, goals, stressors.
 Celebrate individual, team and organizational successes.

13. Employee engagement activities / programs
1. Picnic and Movie at interval of 2 months.
2. Employee suggestion systems / quick responses.
3. Monthly and Annual staff awards.
4. Problem solving committee.
5. Quality assurance committee.
6. Conducting soft skills training program as well as required training
programs.
7. Indoor Games as well as Outdoor games, like Chess, Cricket,
Badminton etc..
8. Celebration of Employees Birthday.

14. Measurement of Employee Engagement
Step I: Listen.
Step II: Measure current level of employee
engagement.
Step III: - Identify the problem areas.
Step IV: Taking action to improve employee
engagement by acting upon the problem areas.