Building Positive Employee Relations -

Employee Engagement
•Infosys
•Voice of Youth
•Godrej
•Young Executive Board – below 30 years
•HCL
•U & I – two way dialogue between CEO and
employees
•GE capital
• under-thirty managers to advise senior management
•Continental airlines’
•‘no secrets’ management philosophy
•SEI Investments
•where no one – not even the CEO – has an office.
Everyone sits in an open floor plan with all desk,
chairs, and furniture on wheels
•HUL, IBM, Ernest & Young
•Day Care
Average tenure of the front line staff is 1-
2 years.
At Croma We have a ‘Lets catch up with
them’ programme twice a year to listen
to all the employees working at the
outlets.

https://www.hrkatha.com/features/how-the-retail-sector-retains-its-frontline-workforce/
Never a boring day at
Titan
Never a dull moment for employees at
Titan, because there is so much
happening that marking days in the
calendar becomes a challenge. For the
sport stars, there is the Titan Premium
League to look forward to, at the
regional and national levels.

https://www.hrkatha.com/features/never-a-boring-day-at-titan/
Engaging workplace
The thoroughly engaging
workplace has six traits, namely
three Ss – say, stake, and
stimulus – and three Rs-
responsibility, recognition, and
respect.
What Makes a Great Place to Work®?
Our approach is based on the major findings of 20 years of
research - that trust between managers and employees is the
primary defining characteristic of the very best workplaces.
At the heart of our definition of a great place to work - a place
where employees "trust the people they work for, have
pride in what they do, and enjoy the people they work
with"
· The relationship between employees and management.
· The relationship between employees and their jobs/company.
· The relationship between employees and other employees.

Hewitt
Engagement begins on day 1
Rapid Incorporation
Our research shows that many firms take no
steps at all to ensure that new employees are
integrated into the company's culture. Many
hire experienced professionals, expecting them
to be "plug and play." Typically, the entire
integration "strategy" consists essentially of
signing up the promising candidate, making
the necessary introductions, and hoping for the
best. (HBR, May 2009)
But talented new hires should not be given
the freedom to sink or swim. We found that
40% of new C-level hires who departed
within two years did so because of
integration difficulties. Turnover was highest
in positions requiring the greatest level of
integration. (The COO, for example, is far
more dependent on establishing
relationships throughout the company than
is either the CTO or the CFO.)
Make sure that on new
employees’ first day of work,
their colleagues, workspace,
technology, and peer are ready
to receive them.
Continuous Engagement
A thoroughly engaging workplace, featuring
collegiality, team work, fun, and most fundamentally,
democratic participation
Ample opportunity to learn and grow, including
assignments that expand skills and the leeway and
mobility to try one’s hand at variety of activities
Attentive management, where the direct manager not
only appreciates individual employees’ points of view
but also attends to the employees’ needs and
progress and explicitly encourages – and is
accountable – for retention
Seeing myself on a full-size hoarding on one of the busiest streets of Indore, my first
reaction was WOW!
I had never imagined myself being larger than life. This is stuff dreams are made of.
Thank you InfoBeans for this wonderful gesture, truly a WOW moment for me and
my family!
The workplace and the culture make it InfoBeans my family, but this degree of
appreciation is next level!
Thank you note on the last Friday of
each month
Celebrate
How do we measure employee
engagement?
 Engagement Survey
 Problems with survey
Use of Chatbots at Luminous Tech
 Milestone-based Connect Mail on Amber
from the CEO’s Desk

Subject: Ram*, congratulations for completing 6 months* in

********. How has it been? Hi Ram*,

As an ongoing activity in our company, I regularly connect with people on
special days in their journey with us to understand their experience at
*******. Just like the last time, I would love for you to have a quick 2-
minute chat with Amber and share your feedback. It goes without saying
that your feedback will only be visible to me and will be kept strictly
confidential.

You'll also have an option to share your thoughts anonymously towards

the end of the chat, in case you feel there's something other than your
feedback that I should know. So, share anything and everything. Click here
to begin your chat.
Cheers!

Source: Internal Documents of inFeedo

Daily Reporting on Chats Completed
https://blog.infeedo.com/its-raining-insights-in-amb
ers-new-dashboard
Use of Chatbot by Air Asia during
pandemic
Air Asia India developed an AI-
powered chatbot that regularly reached
out to the workforce to check on their
wellbeing. “We had data giving us an
overview and insights into how the
workforce was feeling at any given
point of time.” Any case that needed
escalation was then addressed with
human intervention.
“We had a group of about 22 peer-to-
peer counsellors who were trained on
peer-to-peer counselling and each of
them was given one person to work
Anjali Chatterjee, CHRO with,”. “In case of situations that
needed deeper counselling where the
peer-to-peer trainer is not trained for it,
that was further escalated and we
connected them to a professional
counsellor,”
It’s not humanly possible to keep an effective
check on such large numbers on a daily basis,
but we were able to do it by blending chatbots
with the peer-to-peer model. Thanks to this, we
were able to identify a few employees who
wanted to get back to their families and help
them. “At the appropriate time, once something
opened, we sent them back to their family,”
Opportunity to learn and grow

If you allow a tree to grow, the birds from

job market will migrate to your
organization.
Allow them to migrate within your
organization (job rotation will keep them excited about
unknown)
Attentive Management

Benign neglect just does not cut it

with this workforce cohort. The
problem may be more of omission,
not commission.
So, what to do?
Be available and communicative
Include in decision making
Provide quick and useful feedback and
recognition
Learn to relate to and respect younger workers
Adjust approach to fit the needs and styles of
young colleagues
Serve as buffers between young employees
and corporate bureaucracy
Communication had been a challenge initially as employees around the
globe started working remotely. Emails, video conferences and the
occasional call from the HR are always there, but Mphasis went a step
further by taking its communication on air to the next level, in a fun way
of course.
Mphasis on Air (MoA), the online radio show, has been there for some
years now, but since March 2020, the IT company has pushed MoA to
SoundCloud, publicly accessible to everyone.
What does it offer?
Mphasis on Air broadcasts important organisation updates, leaders’ insights,
initiatives empowering target audiences, health tips, work hacks, as well as quiz
contests with exciting rewards to give everyone a pleasing experience blended
with chartbuster music.

The weekly and monthly shows help Mphasis employees stay abreast with the
Company’s latest news that may be otherwise lost in the mail. Mphasis revealed
that a good number of its employees were streaming into the radio channels and a
large chunk were getting used to the new ways of staying in touch.

Dnyan Shah, global employee-engagement head, Mphasis, and her entire team
have worked on this unique radio programme over the years to make it a huge
success that it is today. A quiz contest during the weekly show is what continues
to boost and attract additional participation to this channel.