This was my presentation in the National IT Conclave 2014 of Indian Institute of Foreign Trade at Swissotel Kolkata on Aug 30th, 2014. This presentation is intended to abreast the audience about the Satisfaction level of Workforce and how it can be managed leveraging Employee Engagement.

1. Saturation vs Satisfaction
Presentation by Chirabrata Majumder
At National IT Conclave 2014 - August 30, 2014
Indian Institute of Foreign Trade

2. About Me

3. Pooh&hisTeam–All aboutSatisfaction !!!
High on energy, aggressive and ready to take up any task
Highly creative but at times turn out to be misguided missile
Represents Millennial trait …….
Tigger
Pooh
Eeyore
Calm, composed and cool - Satisfied soul…. Happy with a pot
of Honey …. Great attitude - At times looses focus, needs
guidance on end objectives …….
Represents Gen X trait …………..
Humble, good workers if left alone …….. Emotional ….. often
be an emotional drag on an organization in dealing with
change……. Resistive to change …..
Represents Baby Boomers trait ………………..

4. Saturation????
What Dictionary has to say ?
[sach-uh-rey-shuh n] /ˌsætʃəˈreɪʃən/
1.the act of saturating or the state of being saturated
2.(chem) the state of a chemical compound, solution, or vapour when it is saturated
3.(meteorol) the state of the atmosphere when it can hold no more
water vapour at its particular temperature and pressure, the relative humidity then being 100 %
4.the attribute of a colour that enables an observer to judge its proportion of pure chromatic colour
5.(physics) the state of a ferromagnetic material in which it is fully magnetized.
The magnetic domains are then all fully aligned
6.(electronics) the state of a valve or semiconductor device that is
carrying the maximum current of which it is capable and is therefore unresponsive to
further increases of input signal
7. the level beyond which demand for a product or service is not expected to increase

5. Whatis Market Saturation
• When the amount of product provided in a market has been maximized in the
current state of the marketplace.
• At the point of saturation, further growth can only be achieved through product
improvements, market share gains or a rise in overall consumer demand.
• Many companies are already aware of the problems of market saturation and have
intentionally designed their products to "wear down" or otherwise need
replacement at some point.
For example, selling a light bulb that never burned out would limit consumer demand
for more of this product.
• Services revenue also becomes an important consideration when product revenue
begins to slow; IBM smartly changed its business model toward providing services
once it saw saturation in the large computer server market.

6. IsTalent Pool getting “saturated” ?
Talent Pool “then” and “now” ……. Economic
Slow-down
Fast obsolescence of
Skill Sets
Millennials
intruding into the
Workplace
Only Resource which appreciates over time

7. TheGenerationTheory anditsImpact onIndustry
andSociety
Lost Gen
Born between 1880 – 1900 They had
experienced World War I
GI Gen
Born between 1900 – 1924
They had experienced the World War II
Baby Boomers
Born between 1946 – 1964
Post World War II – New Economic Era
Gen X
Born between 1965 - 1980
Millennials
Born between 1981 - 2000

8. TheSocialbehavioralpatternsoftheMillennials
Baby boomers & Gen X
• Brand Loyalty and Employer alignment is very high.
• Couple of years back, they constituted the largest generation of active workers.
• This generation grew up in organizations with large corporate hierarchies, rather
than flat management structures and teamwork-based job roles.
Millennials
• Highly skilled , self-confident, multi-tasking, and energetic.
• Drastically different outlook in terms of their employment experience.
• Millennials are generally highly exposed to info-highway, which often leads to
Information Asymmetry
• Team-Workers, challenge-seekers, but prefers Work-life balance.
• Focused on social interaction, and strong followers of Social Media.
• Seeks immediate results , and desire for speedy advancement may be seen as
weaknesses by older colleagues.
The millennial generation is the largest age group to emerge in the Workplace
This is one of the moot point for contribution of Saturation at Workplace

9. SatisfactionviaTalentEngagement
Talent Engagement is psychological and behavioral experience and NOT an event
• In engagement, we focus on three elements: say, stay and strive
Organization Talents are said to be engaged when they:
• SAY - Speak positively about the organization to co-workers, potential employees
and customers
• STAY - Have an intense desire to be a member of the organization
• STRIVE - Exert extra effort and are dedicated to organization and its objectives

10. How tobringinSatisfaction?
Key Talent Engagement Drivers
Career Management – Job Enrichment – Frederick Herzberg ( 1950 )
• A range of tasks and challenges of varying difficulties (Physical or Mental)
• A complete unit of work - a meaningful task
• Feedback, encouragement and communication
Turning Effort into Performance
Performance Management – No Single Jacket Formula (Different instruments for
different Groups)
• Clear definition of the reward is a must
• Explanation of the link between performance and reward is important
• Make sure the employee gets the right reward if performs well
• If reward is not given, explanation is needed
Linking Performance to Rewards
Paving the path for Satisfaction in the Saturated Industrial Environment

11. Pooh’sPanacea
Talent Engagement is becoming more important than ever and talent retention can act
as a key competitive advantage for businesses over the coming years –
• Conduct annual engagement studies - To facilitate the engagement monitoring
process, firms should be conducting annual engagement studies.
• Ensure transparent processes - Engagement monitoring needs to be transparent.
Ensuring transparency is a critical element of success for new program
development.
• Identify key engagement drivers and threats that most significantly impact
workforces - Employers should be benchmarking themselves against these drivers,
which will act as the key metrics for monitoring.

12. Pooh’sPanacea
• Set appropriate targets and goals for your engagement strategy. Goal-setting
exercises must be properly designed in order to develop reasonable targets.
• Have multiple strategies - Employers should design strategies for each of their
major employee groups: baby boomers, generation Xers, and millennials. By doing
this, employees across generations should become more engaged, and will
hopefully notice the commitment their employers have made in improving their
employee experience.
• Assign engagement champions - By designating an individual to champion the
engagement monitoring and evaluation process, a key role is created in the
organization.
• Give proper discretion to managers - In order to generate successful engagement
monitoring and progress, it is recommended and essential that managers be given
appropriate discretion and authority in managing employees.