A balanced approach to employee engagement with Kelsa's proprietary H3M3 framework.

1. H3M3
Kelsa’s Employee Engagement Framework

2. Can my team start thinking ‘out-of-the-box?’

3. Can they become confident enough to take
calculated risks?

4. Can my employees feel for the organization as
if they own it?

5. Is it possible to balance the head and the heart
when it comes to making decisions about
people?

6. The answer to all of these questions is
YES!

7. Out of the box thinking, the confidence to take
risks, decision-making, and the belief that this
is ‘my company’ are the indicators of a high
level of employee engagement in an
organization.

8. Kelsa’s H3M3 framework has been built on a
deep understanding of Employee Engagement
drivers; it is a product of our work with a wide
range of clients across varied industry sectors.

9. What makes us different?
While we do focus on people-related
systems and processes, Kelsa
essentially works with organizations to
transform their strategic and
operational approach in such a way
as to enable a sustained,
high-performing workplace.

10. What can we do for you?
– Baseline the current level of Employee
Engagement
– Jointly define the high-level Employee
Engagement Framework
– Orient operating managers to the Framework
– Provide inputs to operating managers on
improving Employee Engagement levels
– Monitor improvements in the Employee
Engagement levels over a defined time-frame

11. Our Approach – H3M3
•Clarity of goals and objectives
•Availability of resources
•Opportunities within the
organization
•Compatibility of role,
skills and interests
•Fairness of Total Rewards
•Provision of inputs for growth
& development
•Inclusion in work-related
matters
•Inclusion in organization
related information
•Building bonds beyond work
•Mutual support on non-work issues
•Positive strokes for
work done well
•Active seeking out of
ideas and opinions
AN ENGAGED EMPLOYEE
More productive
More proactive
‘Owns’ organization
HEART (H)MIND (M)

12. Typical Process Flow
3Weeks
2 Weeks
3Weeks
Fine-tune survey instrument
based on Company’s needs
Sensitize Operating Managers
to the H3M3 Model
2 Weeks
Prepare score-sheets for
Operational Managers
Deploy survey, collect &
collate data and analyze
Critical to ensure that actions are emphasized at Operating Manager level
3Weeks
Prepare company-wide
analysis and action areas

13. Prepare company-
wide analysis and
action areas
Corporate
Action Plan
(CAP)
Prepare score-
sheets for
Operational
Managers
Manager
Action Plan
(MAP)
Top 2 Areas for
Action
Set 6 month goal for
improvements
Periodic
Monitoring
and Review
Re-measure at
the end of six
months
(minimum)
Top 3 Areas for Action
Set 6 month goal for
improvements
Top 1 (or 2) Areas
for Action
Set 6 month goal for
improvements
H3M3 < 3
H3M3 ≥ 3
Workshops
The CAP – MAP Definition

14. Case Study
“We need to launch an employee engagement
initiative, that will improve their engagement
levels…”-An organization providing diversified services
with a Pan-India presence of about 1500 employees.
Kelsa’s proprietary H3M3 model is a long-term framework
that helped in clarifying the organization’s thinking on what
employee engagement really means. In a matter of just one
year, employees experienced the comfort of an overall
initiative for them and were empowered by the flexibility to
do something uniquely for their own units.

15. Kelsa’s proprietary H3M3 model is a framework
that looks at a long term logical and emotional
connect with the organization and its
philosophy. It helps in pointing to specific action
areas both at the enterprise level and at the
operational unit level.
Our trans-continental/trans-cultural experience
makes the H3M3 framework relevant to a range
of organizations.

16. H3M3 can make
a difference to your organization too.

17. Call us: +99406 91136
Write to us: tellmemore@kelsasolutions.com
Visit us: www.kelsasolutions.com