EMPLOYEE

ENGAGEMENT
PLANS
 What is Employee Engagement ?

Employee engagement is a step ahead than employee

Satisfaction:
 Belief in the organization
 Desire to work to make things better
 Understanding of business context and the ‘bigger
picture’
 Respectful of, and helpful to, colleagues
 Willingness to ‘go the extra mile’
 Keeping up to date with developments in the field
 Definition
• Employee engagement involves
commitment, loyalty, pride in the
organization, a willingness to advocate for
the organization, and a sense of personal
responsibility.

• Like satisfaction, employee engagement is

changeable. It is capable of being greatly
influenced and thus can vary considerably
among organizational units, among
companies, and over time.
 Why Engage: Value Proposition
 Linkage with business results
 Hewitt Study: High positive correlation between engagement
scores & Total Shareholder Return/ sales growth
 Towers Perrin Study: 17% higher operating margins

 Mercer Study: Increase in employee engagement reduced

employee turnover by 3% and resulted in ROI of $3 million
 Great Places To Work Institute & Russell Investment
Group: Stock market performance of best employers in US
outperforms major stock indices
 Employee engagement is directly proportional to
Organizational growth or Organization's Success.
Diagnostic tool for employee
engagement includes:
-Training
-development
-career
-performance appraisals
-performance management
-communication
-equal opportunity

-fair treatment
-pay
-benefits
-health
-safety
-cooperation
-family orientation
-friendliness
-job satisfaction
etc
which helps to create
-feeling valued and involved
which is
-ENGAGEMENT.
SOME USEFUL COMPANY ENGAGEMENT
PROGRAMS
INCLUDE:
*A weekly or monthly column, should be written by
CEO/GM, on the intranet with company announcements ,
programs etc.
*Online real-time tracking of progress. Employees can
view company progress towards targets / goals.
*Provide long-term strategic vision for business growth.

*Employee suggestion systems / quick responses.

*Replay on the intranet about the CEO's/GM’s
press conference.
*Live version of internal house magazine.
*CEO/GM should spend time in face-to-face
communication with staff

*Daily Co-ordination Meeting with Head Of the

departments

Contd.
 Contd.
*CEO/GM based FAQ questions on company business.
*ONLINE "ask the CEO/GM" mailbox.
*Monthly staff awards
*annual staff awards
*Weekly blog related to serious business issues and
staff to read / comments.
*Appointment of disaster management team
*appointment of emergency management team
*problem solving committee.
*Quality assurance committee.
Listening to employee ideas, acting on
employee contributions and actively involving
employees in decision making are essential to
employee engagement.

What they (employees) want from their

managers:
• Focus me
• Know me
• Care about me
• Hear me
• Help me feel proud
• Help me review my contributions
• Equip me
• Help me see my value
• Help me grow
• Help me see my importance
• Help me build mutual trust
• Challenge me
 And how do you do that?
• Provide feedback and guidance
• Make real time to discuss problems
• Seek ideas and input from everyone
• Provide the resources to solve problems or to do a job well
• Give real recognition and/or reward
• Provide opportunities for people to develop their potential
• Keep the pressure to perform and achieve more with less
realistic
• Provide opportunities for social interaction
• Train people how to resolve interpersonal conflicts
• Promote joy and appropriate humor within the office

Be flexible; help people to actively balance work and

home responsibilities
 A Few Activities to be Done
towards employee engagement:

• Employees and Their Families - Family Day

• Treating employees as a member of the
company by giving a day off on their
Birthday and anniversaries
• Provide play and Meditation courts for the
employees to combat the work stress.
• Employee of the month or Annual awards
• Employees Kids participating in Painting
Competition
• Festival Celebration – Eid Millan Party

contd.
 Contd.
• Training Session
• Self-Management Workshop – Art of Living
• Create a culture of fun & spark at work
• Promote & recognize team performance,
system adherence,
• Excellence in execution along with
consequence management
• Evolve an employee friendly & business
focused policies,
• Processes & systems with high degree of
automation
 Conclusion: 10 Engagement
Commandants
1. Strong leadership to build confidence in employees

2. Robust and employee friendly systems, processes & programs

3. Communication, including periodically sharing of future plans of

the organization

4. Open, fair and transparent work environment

5. Defined goals and expectations

6. Better support from immediate manager

7. Focus on employee development

8. Rewards and recognitions for the good performance

9. Competitive compensation and benefits

10.Work life balance & fun at work place

Are we Engage????