Presenter(s): Disha (005) Urvashi (043) Shiksha (059)

Employee Engagement : Introduction Elements of Employee Engagement Dimensions Phases Types of Employee Engagement Key players 3 Cs of Employee Engagement Process Strategies Benefits Drivers Women Employees Trends Zinger Model Hewitt Employee Engagement Measure

Employee engagement refers to a condition where the employees are fully engrossed in their work and are emotionally attached to their organization. The extent that an employee believes in the mission purpose and values of an organization and demonstrate that commitment through their action as an employee and their attitude towards customer and employer. Employee engagement is therefore central to the ideology and practice of SHRM. Employee engagement is therefore vital to the success of organisations.

Commitment: Commitment means the degree to which individuals associate themselves with the job, the responsibilities and the organisational objectives. Motivation: If employees put in their 100 percent efforts to take their organisation to the next level, this attained status motivates them more than anything. Loyalty: Employees who are actively engaged in their work show more loyalty towards the organisation. Trust: High levels of employee engagement can be fostered only when trust prevails in the organisation from both the sides.

The only thing that makes highly productive organisations stand apart from rest of the companies is the quality of the employees and the level of their commitment towards their work. There are different dimensions of employee engagement that make productive organisations stand apart from the rest and determine their destiny.

What Do I Get: Employee engagement to an extent depends upon what people get in exchange for performing the job. It includes basic compensation, benefits, organisational culture and working environment. What Do I Give: As it is a two way process, setting clear expectations plays an important role. This helps employees to understand what exactly they are expected to give the organisation. Do I Belong to the Organisation: Even employees would like to stay with the organisation that treats them as their integral part and not just the means to get the job done. How Can I Grow: Continuous growth including promotions, salary hikes and rewards and recognition are most essential tools to retain employees in the organisation.

Employee engagement is a long term process and goes through various phases describing the level of the engagement, involvement, attachment and belongingness between employee and employer.

Attract: This phase involves creating a positive impression about the work culture and employee career as a potential employer. Acquire: The acquire image involves more than one thing. It includes: (1) The way the potential candidates are interacted while advertising a position; (2) Keeping the promises that were made while hiring them and (3) Providing the new joiners a right kind of work culture. Advance: Continuous moving the talent is the last but an unending phase. It not only involves promoting the employees to a higher designation along with salary increments but also growing them in other tangible and intangible ways.

Engaged Disengaged

Employees who are passionate connected to the company and are innovative. Employees who are unhappy and spread negativity, provoke and convince other employees to leave their job. Majority of the employees in the organization lies in this category. They put in time but not Energy and passion.

Not Engaged

Cost of Disengaged Workforce Effect on work Effect on Co-Workers Effect on Customers Effects on Productivity Effect on Company Performance Effect on Personal Life of Employee

Benefits of an Engaged Workforce Forms an emotional connect with the organization that helps them Go the Extra Mile to Achieve Individual and Company Success Improved relationships & higher trust levels between employees & the management Innovate at Workplace Attract customers and employees Helps with job retention Can encourage more flexible work environments Better use of limited resources Infuse energy and positivity at workplace.

Work/Job Work Environment/Organization Culture Rewards and Recognition Learning and Training Oppurtunities Performance Management Leadership Other Factors

Clear Role Definition

Job Loading

Paint the Larger Picture

JOB/ROLE

Goal Setting

Job Rotation

WHY ? Top and Middle management Increased Number of Women Employees

HOW ? Meaningful Tasks Challenging Tasks Flexible Environment Collaborative and Innovative Environment

Asia Pasific

career opportunities . Band Alignment, Recognition, Pay and HR practices

European countries
North America

Career Opportunities good HR practices. Brand Alignment, pay and recognition respectively.

Career Opportunities performance management, Organisation Reputation, brand alignment Recognition.

Ease of Attracting New Employees Low Employee Turnover Rates

Better Financial Platform