EMPLOYEE

ENGAGEMENT

Importance of Employee
Engagement
1. As a manager keeping your employees, is perhaps the
biggest challenge you face. Its also a huge opportunity to
gain long term commitment and discretionary effort from
your team. That effort will ultimately lead to higher sales
and fewer mistakes.
2. There is more and more convincing evidence that
improving employee engagement can significantly
improve company performance across a number of key
areas, such as; profitability, productivity, customer
satisfaction, innovation, health and safety, sickness and
absence, turnover and well-being.
3. In order to achieve that, your engagement efforts have to
be aligned with your overall business strategies.

4. Employee engagement is not an isolated HR process. In

order for it to deliver the benefits we talked about earlier,
it needs organizational commitment and involvement to
implement efficient initiatives.

Employee Engagement
Activities
a) Involve Employees In Your Business Planning
Process- every 6 months or even quarterly, present the
most important issues in your company and the actions
made to address those issues. Involve your team in
planning ahead, assessing opportunities and coming up
with improvement ideas for your business strategy.
b) Create A Knowledge Sharing System- one of the
biggest costs of a high employee turnover rate is the loss
of essential information. A knowledge sharing system
helps you avoid that cost, to some extent, and its also a
great engagement driver for newcomers.
c) Encourage Knowledge Sharing In A Creative Wayteams are often times isolated within their own project
and their own work space, that they have no idea what the
rest of the company is doing. Create an open sharing
space, once every 2 months or so, where every team can
present updates on their projects and key learning points.
d) Show Them The Money- nothing builds trust like
showing someone your financial statements. And thats
exactly what you should do in your company. Give your
team a quick presentation of the financial state of your
company, every quarter or at the end of the year.
e) Encourage And Provide Learning Opportunitiescreate your own academy where employees can access

the knowledge and development opportunities that they

need. That is one of the top 3 reasons why employees quit
companies: lack of learning prospects.
f) Have A Hack Night- break monotony with an ambitious
working night. Set a clear objective, create your own set of
rules (breaks, music, snacks, etc.) and try to be as
productive as possible in just one night. Get everyone
together and test your creative and operational limits.

g) Create Excitement And Upcoming Opportunitiesmake sure you communicate upcoming opportunities on a
regular basis. Get employees excited and striving for
whats next. Do it in your internal newsletter, face-to-face
or during the general update meeting.
h) Let Them Create Their Own Onboarding Experiencecreate a self-guided onboarding experience. People are
much more likely to remember and assimilate information
that they get on their own. Set the ground rules, give
them basic instructions, list of objectives and a time
frame.
i) Create Your Own Internal Magazine- create your own
internal employee-focused magazine with your fun
columns, news, featured stories and opportunities. Who
wouldnt like to be featured on the cover as employee of
the month? It can be an online magazine or a printed one
or, it can be both: a monthly online issue and quarterly
printed one.
j) Tedx( InstertYourOwnCompanyName) Sounds Good,
Right?- have your own company TEDx- like talks where
you get to share ideas, boost creativity and encourage
innovation. Make your work place less about the work and
more about the people there. Their ideas, experiences and
aspirations. Give them the chance to be the source of their

own inspiration, boosting morale and creativity for

everyone in the company.
k) I Am My Own Hero- encourage individuals to design and
own their career paths, instead of relying on the company
or on their manager. Employees need to take initiative and
set a career goal for themselves. Have people write their
goal on a piece of paper. Put it an envelope and close it.
Then, after 6 months or a year, give them the sealed
envelopes back to see if they have realised that goal.
l) Give Back- get involved in social and charity initiatives.
Giving back creates a positive mentality. It also fosters
pride and loyalty. Get the tram together, have everyone
pitch a cause and pick the one you want to support. Its
important that you make it personal, that you make it
count. You can take it either time and involvement, or
money, or both.

Case Study

The Dale Carnegie Employee

Engagement Solution
Why does one organisation get a reputation as a great
place to work while another struggle to retain its
employees? Why is it that one person will be invested in
their work while another stirs up resentment? Dale
Carnegie India partnered with the NHRD in India to survey
more than 1200 executives, managers and chief officers
across the country in 2014. They then worked with MSW
research in the USA to identify and understand the
dynamics that govern employee engagement- ranging
from tangible dimensions such as education and income to
the more intangible variables such as emotions.
The insights
from this India specific Employee Engagement Study helps
set the benchmark and by looking at the larger picture of
what employees prioritize while working, Dale Carnegie
Training has developed one of the most comprehensive
Engagement Solutions in India to improve people
performance.
Our
Engagement Solutions helps us determine what motivates
employees in the organization specifically, and then work
to help and reach the desired outcome- whether it is
working on productivity, belief in senior management or
communication within teams. Developing these areas
require a targeted focus and holistic capabilities, rather
than transactional measures with merely deal with
dissatisfaction. Dale Carnegie India tailors programmes to
specific company dynamics, identifying needs for
individual roles, building workers personnel experiences,
and matching employees goals with the companys vision
to ensure enhanced levels of job satisfaction and a
positive workplace environment. These insights fuel
engagement, building champions for your organisation to
assure better service to clients and ultimately growth in
your business.

Our Employee Engagement Solution Would Include:

a) An engagement assessment of the organization.
b) Action planning.
c) Focus group discussions.
d) Customize corporate solutions.
e) Delivery.
f) Follow-up pulse survey.
What You Will Gain:
a) Better workplace performance.
b) Enhanced levels of innovation.
c) Lower attrition.
d) Evangelists for the organization products and
services.
e) Higher customer satisfaction.
f) Company profitability and bottom line success.