There are two perspectives for engaging employees in an organization: organizational perspectives through initiatives like communication and group activities, and individual perspectives through one-on-one interactions, coaching, and developing sensitivity to each employee. While organizational perspectives are generic, individual perspectives play a crucial role by connecting each employee personally to their employer in a way that makes them feel good and privileged to work there. As HR professionals, the document questions how many are connected to employees from an individual perspective to bring a smile to their faces.

1. 2014
EMPLOYEE ENGAGEMENT SIMPLIFIED…
There are two perspectives of engaging employees in an
organization:
1. Organizational perspectives: are those initiatives that help
employees to connect with the employer across levels within a
business unit.(e.g. Org communication, Group /Unit basis fun
activities or any other specific initiatives that aim to reach employees
in a group /business unit)
2. Individual perspectives: are those initiatives that help
employees to connect with an employer personally. (e.g. one to one
with employees, personal coaching and mentoring, developing
sensitivity with each and every employees)
While organizational perspectives are generic in nature, Individual
perspectives play a crucial role in engaging each and every
employee within an organization. From individual perspectives, I
think Employee engagement interventions are meaningful and
outcome centric when an HR can connect an employee with an
employer where he/she feels good, privileged and glad to work for
the organization.
So as HR professionals, how many us are connected with
employees from Individual perspectives that can bring a smile on
employees’ faces?
Deepak K. Sharmah (A Global HR Enthusiast)