The document discusses employee engagement in the workplace. It defines engagement as employees approaching their work with enthusiasm, energy and commitment. While satisfaction is being happy with one's job, engagement means being productive and creating high quality results. Engaged employees feel energized by their work and help each other, while disengaged employees are unproductive. High engagement improves retention, financial performance and profits. Getting employees engaged involves both personal and organizational factors such as leadership, talent management, opportunities to contribute, and an inclusive work environment. Lack of engagement costs companies through reduced productivity.

1. EMPLOYEE ENGAGEMENT ADITYA MULEY RANYA KALIAH ROHAN MOHITE ASHI MISHRA K.A. NARAYANAN

2. WHAT IS ENGAGEMENT? Job engagement is a characteristic where an individual approaches his or her work with enthusiasm, energy, focus, and commitment such that the person is entirely present in his/her work and is able to bring his or her full potential to the work effort. “ work with passion and who feel a profound connection to their company.” -Gallup Management Journal

3. JOB ENGAGEMENT / JOB SATISFACTION Being satisfied with your job doesn’t mean that you’re engaged with it (you can be happy at work but do a poor job of it!) If you’re engaged with your work you will not only be more satisfied with it, but you will also be more productive, create higher quality results, and demonstrate better customer service

4. Engagement Dimensions I feel energized by the work that I do My co-workers and I help each other out when the pressure is on Our company vision and mission is clear to me I feel responsible for my own success here Satisfaction Dimensions My workload is about right. I like the people I work with. I have the tools that I need to do my job well. I receive the skill and knowledge training that I need to do my job well.

5. ENGAGED V/S DISENGAGED Engaged employees work with passion and who feel a profound connection to their company. They drive innovation and move company forward. Not Engaged employees are unproductive robots. They put in time, but not energy and passion for their work Actively Disengaged employees are the unhappy ones who not just complain about their work but also undermine that done by their engaged co workers

6. IMPORTANCE OF ENGAGEMENT It improves employee retention. It improves financial position of company. (proven by Hewitts Associates Study) Operating profits improve with higher employee engagement.

7. Source: HAY GROUP USA

8. WHAT GETS EMPLOYEES ENGAGED?

9. WHAT GETS EMPLOYEES ENGAGED? All of this boils down to two major factors Personal factors Organizational factors

10. HOW TO GET EMPLOYEES ENGAGED? Leadership concern Talent management system Freedom to contribute to their own job and progress Periodic performance reviews Active participation in decision making High levels of team work Least biased and discriminated work environment Proper exchange of information

11. Engagement Step One: Get input from your people. Engagement Step Two: Address the cause – don't blame. Engagement Step Three: Don't get hung up on survey benchmarks. Engagement Step Four: Be honest about the findings with employees. Engagement Step Five: Implement interventions. Engagement Step Six: Involve senior leadership in the research and intervention process. Engagement Step Seven: After interventions have been implemented, conduct follow-up research to gauge progress. www.jrsconsulting.net/freearticles_31.html

12. COST OF DISENGAGEMENT 71% employees fall under not actively engaged category 54% are in cruise mode and 17% are in active disengagement Each such employee costs his company $13000 yearly in terms of productivity Source: Gallup management journal

14. THANK YOU ALL SPECIALLY DILBERT WHO SHOWED US WHAT TO DO IF OUR PRESENTATION FAILS…