As far as Employee Engagement goes, you have been provided the best Document, that contains Employee Engagement in a nutshell by Abedeen. I thank him for sharing this piece of Info.
I had exactly the same question yesterday i.e. Metrics or Parameters for RnR Programs.
Here are a few parameters that I suggested to a member. These are the ones that I have generally used in all the organizations I have worked.
The Parameters for Reward and Recognition, for any industry are almost the same.
I particularly feel that Attendance is one parameter, that shows an employee's dedication
towards his work. Whenever I hire a new individual, I always take a look at his previous
Here you need to get in touch with the operations managers and ask the to rate the employees
on their productivity.
3)Speed of Improvement
Now this is a little catchy. This is related to productivity, however needs to be perceived a little
broadly. You need to ask the operations, to rate the employee separately on his amount of
productivity i.e. point 2, and on his speed or Rate at which his productivity is growing.
Let me give you an example here, There are 3 candidates. A B & C.
All three have completed a year in the system, however.. A scores high on attendance.. scores low on the other two parameters, B scores high on the first two, however C scores high on Attendance, low on Productivity but very high on Speed/Rate of improvement. In Such a case, C is a better empoylee among these three!
The parameters should be the same for monthly evaluations as well.
Another parameter that u can use is "Contribution to Development" i.e. how much the employee contributes towards the development of other employees and his subordinates. Any employee who develops another employee, is always an asset to the organization. You can get in touch with Operations and ask them rate the employees accordingly. Please remember: For the evaluation to be just and synchronised, always use the percentage method, or a rating from 1 to 10. The percentage method is easier for Attendance, Productivity and Rate of Growth. For Contribution to Development, u can use the 1 to 10 rating and then later convert it into percentage. Thus, the employee with the Highest Average Percentage for all the 4 Parameters, is the best employee for that month or year respectively.
31st January 2012 From India, Mumbai
Thanks for the suggestion. I am a little confused for the Content team as this team's metrics on the basis of performance will be a little tricky to analyse on such basis. Also, I would like to know what all can I implement apart from R'n'R in order to boost the morale of the employees.
31st January 2012 From India, New Delhi
There are many things that you can do to boost the employees' morale like:
-Organising a Outdoor Game's Tournament...
-Best Baby Picture Contest...
These are a few things I have done :
1) I used to ask the employees to mail one Joke compulsorily and I used to enact the best Joke with the help of Volunteers at the end of the shift. It helped a lot.
2) I used to ask the employees to be punctual, well dressed and compulsorily follow the admin rules.. I used to give them points for this and the person with the highest points was given a gift by the rest of the employees.
3) Outdoor Picnics every month without fail. I used to ensure that the employees get as many family members as they can. This helped me, coz when an employee, a Sr.Manager was about to quit for better prospects, his Mom forced him to continue with the job and today he is the VP-PAN INDIA for that Department.
Try to get the employees emotionally attached to the company. Once the emotional bond strengthens, trust me your attrition will reduce to almost nil.
31st January 2012 From India, Mumbai
Effective engagement of employee means- Utilization of Man power to the optimum.
For Effective Utilization requires, job analysis, job studies/Time motion studies. Targets/work
load to be fixed to the man hours available for work. Other factors also influences on human
beings. All the techniques to be played/utilized for effective utilization by engaging men to
achieve target/maximize production/keep up the product quality with Min.Manpower.
LL.HR & IR Consultant
31st January 2012 From India, Hyderabad
Your HR ethics to productivity is very true...but Never one will meet out my companies HR family .actually i dont know what they r ....Their works is being beyond their responsibility.and my corporate is also stepping up in large with that same enhanced productivity...
Thanks to HR Family ..As a simple employee .i am very proud to be in my company upto endlife ..
Hope your attitude will revamp some ones life as like as me....
2nd February 2012 From India, Tiruchchirappalli
Quite insightful and practical tips you have given...
In order to develop any metrics, a process, a policy or any other form of initiative for your organization being in role you are in right now... Managing Employee Engagement is a very vital aspect of today's organizations. I normally say, its like "managing change" in your organization. But be mindful of that this is not a change you are bringing in IT, Infrastructure, or a core process of doing any business. Its about managing change "within the minds of your valued employees". Now, as a manager of Employee Engagement, you can not decipher what exactly is going on in the minds of your employees until and unless you have a thorough "Business Process Understanding" of your organization and then whatever you make, you will speak the stakeholder's language. Try this, it works:)
Next, don't just think about R n R please, think from a perspective where you can offer them a best "value proposition" and it includes following items:
1- Performance Management Systems
2- Career Growth opportunities
3- Training and Development opportunities
4- Work Life Balance
5- Compensation & Benefits
Please remember, this is not an age where you increase someone's pay, or send him/her to some outbound training etc, instead of this, you need to offer them a "Total Rewards" concept. Its about offering them a spicy, delicious and mouth watering deal, as this is a time of offering 'Zinger with fries and a diet coke':) lols
Do share your pov.
Managing Consultant - HCS
Specialist of Mercer Employee Engagement Survey for Pakistan Market
3rd February 2012 From Pakistan
What Sulman says here, is absolutely correct and his five points of "Value Proposition" is what every HRM in this age should abide by!
I completely agree with him!!
This is truly the time to offer 'Zinger with fries and a diet coke' ;)
3rd February 2012 From India, Mumbai