Professional Documents
Culture Documents
Hey, good afternoon everybody! I hope every is safe and sound at their
homes.
So let me just give you a brief introduction I am Anupriya and the second
speaker is Navneeta and we are part of Dhyani Consulting services HR
team.
4) Measurement, Analysis and improvement which includes examples like surveys, checklist
etc. to gain insights and look out for alternatives for improvement if the current solutions are
not feasible enough, it entails that the product is up to the mark and is able to provide
customer’s reasonable amount of satisfaction.
5) Product realization- the organization should ensure that: relevant people are involved in
the process design; awareness is maintained of risks associated with any limitations in
competence also process designers should understand the importance of cross-functional
processes.
The need
So here come a question why do we need employee engagement, what
difference would it make? Right. So as explained previously one of part is of the
“process” and it provides a guideline to a process based approach that an
organization can use to implement and maintain employee involvement and
competence in quality management systems. It also describes actions to
strengthen employee involvement in decision making which would lead to
employee satisfaction, employee engagement, employee loyalty, customer
satisfaction to name a few.
The output that you should get once all the phases are complete is that
there should be appropriate competence among employees, people should
be more engaged and lively, and when you have evaluated the process the
document should verify the differences that have occurred with respect to
employee engagement.
There should be a review carried out at every step to ensure that the input
and output data are correct. These steps apply to all levels of the
organization, group and individual
What exactly is employee engagement
Employee engagement is the emotional connect or simply the commitment that one
has for their organization. When an employee is engaged the organization becomes
part of it and all the actions that he/she might take would be to ensure that the
organization’s culture, work, profits are not hampered and their continuity in the
organization’s success. Employee engagement isn’t a quick fix and it can’t be
accomplished with a staff survey, a change in process or procedure, a motivational
training course or an HR initiative, it requires an investment in time, energy and
commitment from every leader within the organization to drive and sustain it. Only a
change in the way an organization thinks, behaves and acts will achieve a culture of
employee engagement.
2) Revenue- Engaging your employees will increase your revenue. Aon’s 2018
global engagement report shows interesting results. It shows that every 5 point
increase in engagement level leads to a 3% increase in revenue.
When employees feel engaged, they naturally go the extra mile to achieve hence
the productivity is increased. They finish their work faster and their capacity to
finish tasks also increases. Higher engagement levels increases a company’s
revenue. Exactly two and a half times more than a company with lower
engagement levels. Also if an employee is happy, customers are happier, and the
employee’s put their best face forward thus generating higher sales.
3) Engagement levels increase when employees are intrinsically motivated, because
some employees don’t work for a hefty paycheck. They do it because they enjoy their
work. Their work fulfills them internally. It aligns with their beliefs and aspirations. So
when they feel that they are in a safe environment, the organization is taking care of
them and their family, they are more motivated to do the work. Therefore, engaged
employees are mostly intrinsically motivated and thus demands for non monetary
rewards which are quite essential nowadays. “Feedback is one of the key motivator”
4) Employees join a company with expectations and desires. And when you fail to
provide those, they start looking for better options. Therefore, engaging employees
helps reduce the cost of turnover and improves retention. Some of the reasons for
higher attrition rate are lack of recognition, internal conflict, lack of pay raise etc.
5) We all know that hiring new employees costs time and money. But this works in
two ways. When employees leave a company, the cost of hiring and training a new
employee is high. Another situation is when an existing employee does his work
halfheartedly but still takes the fat paycheck. So if your employees are engaged,
working wholeheartedly the paycheck becomes a symbol of hard work others it just
come across as “ cost to the company”
Important elements of employee engagement
6) Leadership- Leaders define objectives and designate resources, and they act in a more
strategic role. Managers organize resources to achieve a result by engaging the people in the
organization, and they act in a more tactical role. Managers coordinate activities to direct and
control an organization
7) Networking- Networking promotes the transfer of information, knowledge and ideas. There
are two main types of networks: — the open network is more suited to sharing knowledge,
finding opportunities and conceptual solutions; — the closed network is for achieving results.
8) Recognition & rewards- Recognition and reward reinforce people’s behaviour and their
understanding of the value their efforts have provided for the organization. Recognition should
reinforce behaviour that is to be encouraged. Non-monetary recognition can often be valued
more by people than money or gifts. “and in my opinion it’s not necessary to only reward
employee’s who don’t make mistakes or achieve results, I think we should start focusing on the
mistakes as well. Call out employees for discussion lets say every 2 months and ask them what
all mistakes they have done during this period and people who own up to their mistake provide
them with appreciation, as it’s difficult to own up one’s mistake and through this a learning
culture will start building”
9) Recruitment- Competences should be evaluated prior to the interview to identify competence
levels. Tests can include: cognitive aptitude tests, job knowledge tests and personality tests.
Interviews can then be unstructured or structured. Also in my opinion the nature of interview
should be changed rather than only focusing on ques & ans, there should be fun element to it as
well.
10) Education & Learning- . The benefit of education and learning is the increase in competence,
which leads to an increase in a person’s ability to create value for the organization and its
customers. For the organization, this leads to increased competitiveness and profitability.
11) Creativity & Innovation- Creativity is the process of producing new ideas, while innovation is the
process of both creating and applying these ideas. To develop creativity and innovation, leaders
should recognize and encourage innovation. This is achieved by identifying opportunities to
innovate and by encouraging people to create practical solutions.
12) Responsibility & authority- For responsibility and authority to be accepted in an organization, it
should create a work environment which fosters the desire and ability of people to control their
own work and decision making. Appropriate responsibility should be assigned to the organization’s
people and develop the skills necessary for them to fulfill their responsibilities.
13) Teamwork & collaboration- The ability to work in a team is acknowledged as being a
requirement for people in organizations of any size. An effective team increases the probability of
achieving set results for any project, process, product or service. Also it helps to focus and optimize
the efforts required of people.
Last
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