parthi319what is employeee engagement ??? practically what are the elements using in employee engagement in employee engagement???
From India, Vellore
PROFESSIONALS AND BUSINESSES PARTICIPATING IN DISCUSSION
Freelancer In Hr &indirect Taxes For
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Doctor Siva Global Hr
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Insolvency N Gst Professional
Workplace Assessment And Training
B K BHATIA
Director Of Company
When an employee who is self-motivated and positively attached and engaged to his or her work, who can also influence his peers and supervisors to achieve the organization goals and standards is called Employee Engagement,
Elements that influence Employee Engagement (there are many, but here are few that might help you start and give you an idea)
A Manager who shows the professionalism without any partiality, one who can lead the way.
Have all of your channels open for communications with your employees, don't shield them from news of failures and success.
Create a Positive work Culture, make the employees come to work happy, avoid drama, politics and groups.
Rewards and recognition
As a manager take an effort to Recognize a hardworking employee, a simple thank you letter will go a long ways.
Professional and personal growth
Find out how to keep your employees up-to date on the current technology see if they need any training doing this not only shows that you care about the but also helps them personally as they are gaining some good knowledge from work.
This is my way of thinking, my thoughts, my knowledge and experience that I am sharing with you I might be wrong or you might have information on this from a different prospective, if you do please share with me as well.
From United States, Anchorage
B K BHATIAYou may read about employee engagement in the 'EmpXtrack' Blog in the category 'Human Resources' ; the article is entitled 'Can Technology improve employee engagement?'
You will find ample information on this subject.
From India, Delhi
firstname.lastname@example.orgI would like to visualize the concept of E E as a kind of consolidated and wholistic strategy that an organization can introduce on several parameters directly affecting the individual employee's role by duly identifying right people with that attidude who can be CHANGE AGENTS.
2Therefore the organisational study exercise need be intiated by a outside agency who is neither biased nor commercial in approach to the assignment
From India, Chennai
Firstly it's a nice query. I would take this as a practical test to see how I can get you engaged, in reading this post. Would like you to respond positively to this post.
Secondly, apart from whatever you are due to receive here, through all the other contributions, if you can go through some of the threads of CITEHR, it was not too long ago this topic was widely discussed. Check those too to get more information. People spend enormous time in putting forward their thoughts, so please keep yourself attuned to the receipts and respond appropriately.
Third and the most important thing would be, it would have been nice if you wrote out your first understanding of what EE is so that those who respond will know where to take off from. It's a vastly researched subject, and businesses spend several billion dollars on this aspect to keep themselves up and above completion. When those who respond to this query will do it in their own style, you might see this and say to yourself, "Oh is this what is called EE, I know this but I didn't know that they call this subject as EE."
If you were to Google this, "Define Employee Engagement" in a flat 0.3 seconds you will get About 1,880,000 results. Next you may query, "How To Keep Employees Engaged and Motivated" again in a flat 0.5 seconds you will get about 24,600,000 results. You will get the same or more or sometimes even diverse notes, explaining what you should not do in order to keep people engaged.
Having said all this here I go with some of my thoughts.
Let me begin this with a small story that I have been hearing for almost two decades now. It's a story that people narrate for attitude, motivation, and I may even use it for showing "engagement" I'll explain why after you finish the story.
“I’m Building a Cathedral!”
“A man came across three masons who were working at chipping chunks of granite from large blocks. The first seemed unhappy at his job, chipping away and frequently looking at his watch. When the man asked what it was that he was doing, the first mason responded, rather curtly, “I’m hammering this stupid rock, and I can’t wait ’til 5 when I can go home.”
”A second mason, seemingly more interested in his work, was hammering diligently and when asked what it was that he was doing, answered, “Well, I’m molding this block of rock so that it can be used with others to construct a wall. It’s not bad work, but I’ll sure be glad when it’s done.”
”A third mason was hammering at his block fervently, taking time to stand back and admire his work. He chipped off small pieces until he was satisfied that it was the best he could do. When he was questioned about his work he stopped, gazed skyward and proudly proclaimed, “I…am building a cathedral!”
“Three men, three different attitudes, all doing the same job.”
With startling clarity, this story illustrates that purpose has the power to transform not only our attitude about the work that we do, but the quality of our work as well. And if purpose can help one transcend even a physically laborious task as that undertaken by the three masons in our story, then imagine the impact that clarity of purpose can have on our work, and on that of our employees.
So what purpose drives you to achieve the results you seek in your life? And, if you’re a business owner or executive, do you have a compelling purpose to engage and motivate your employees?
What employee engagement is not
Employee engagement doesn’t mean....
....employee satisfaction. A satisfied employee might show up for her daily 9-to-5 without complaint. But that same “satisfied” employee might not go the extra mile on effort, and will probably take a headhunter’s call to go away with a 10% bump in pay. Satisfied isn’t enough.
....employee happiness. Someone we might be happy at work, but that doesn’t necessarily mean they are working hard, productively on behalf of the organization. While company luring add-ons such as game rooms, spas, free massages, fun and parties may be sweet and attractive for various reasons it actually makes employees happy which is different from keeping them engaged.
Employee engagement is therefore an emotional commitment an employee has to the organization, its vision, mission, and its goals.
Being emotionally committed would mean engaged employees really care about their work, their contributions, their productivity and overall the growth of their company. They aren't @ work just for a paycheck at the end of the month, or are just for the next promotion, but they work heart, and soul, mind and body, to meet the organization’s goals. When employees care—when they are engaged—they go that extra mile.
For now I end with this, as we could go on to even write a book. I'd love to see your respond back, as that is going to be the real test of your engagement..
From India, Hyderabad
email@example.comDear Mr Raman,
Good Morning !
E E has been expanded by clarifying what is not E E . Well I respect & endorse your views on the subject. Further the scope and the meaning of E E can be attributed to that quality of voluntary initiatives of an employee to maintain good will amongst the internal customers in the organization. Now the question before us is what is the role of management in this direction .
One of the answers I can share to the forum is real assessment of training strategy to the selected employees which should be unique and once again specific at first level................................... in the organization. The design , content method objective of such training should be after quality
deliberations with the connected professional group in the company.
The response to this kind of training may lead to the next higher levels of inputs where in 100 % E E can be seen in action.
From India, Chennai
A mini summary from his book Employee Engagement 2.0, "How to motiveate your high performance team," a real world guide for busy manager from New York Times Best Selling author by Kevin Kruse
Employee engagement is the emotional commitment the employee has to the organization and its goals.
When employees care — when they are engaged — they use discretionary effort.
Companies with engaged workers have 6% higher net profit margins (Towers Perrin research) and five times higher shareholder returns (Kenexa research).
The ROI of engagement comes from what I call the Engagement-Profit Chain:
Engaged Employees lead to…
higher service, quality, and productivity, which leads to…
higher customer satisfaction, which leads to…
increased sales (from more repeat business and referrals), which leads to…
higher levels of profit, which leads to…
higher shareholder returns (i.e., stock price)
Based on my own experience as a serial entrepreneur leading “best place to work” teams, and on Kenexa’s research on over 10 million workers in 150 countries, there are three keys to driving engagement.
1) Growth and Development. Do your team members feel like they are learning new things and advancing their career?
2) Recognition & Appreciation. Do your team members feel appreciated and that their ideas count?
3) Trust & Confidence. Do your team members trust the leadership and have confidence in the organization’s future?
To remind myself of these three keys, I often repeat the mantra:
“GReaT leaders focus on Growth, Recognition and Trust.”
Lastly, you must create a rhythm of two-way communication. You need a schedule of consistent communication touch points that enable you to implement Growth, Recognition and Trust actions.
In every organization I’ve led — from startups to non-profits — I use a consistent rhythm of daily quick huddles, weekly one-on-one’s and monthly full team meetings.
From India, Hyderabad
Employee engagement activities - Examples
1. Induction programme for new employees
2. Picnic at regular intervals
3. Social activities like family gathering, celebration of festivals
4. Movie at interval of 2-3 months
5. A daily column, written by CEO, on the intranet with company announcements /
6. Update via an overhead paging system, which is used to recognize employees for
significant business achievements.
7. Employee suggestion systems / quick responses.
8. Internal magazine/ newsletter on intranet
9. CEO spending time in face to face communication with staff
10. CEO based FAQ questions on company business.
11. ONLINE “ask the CEO” mailbox.
12. Monthly staff awards
13. Annual staff awards
14. Weekly blog related to serious business issues and staff to read / comments.
15. Appointment of disaster management team
16. Appointment of emergency management team
17. Problem solving committee
18. Leadership development activities
19. Team building activities
20. Conducting soft skills training program as well as required training programs
21. Online real-time tracking of progress. Employees can view company progress
towards targets / goals.
22. Provide long term strategic vision for business growth
23. Indoor Games as well as Outdoor games, like Chess, Cricket, Badminton etc.
24. Celebration of Employees Birthday
From India, Hyderabad
Thanks To Mr. Raman Sir, For elabortely explainig the EE,
I have the opinion, that in my small business I have always ensured growth, recognition and trust as major factors converged with training and open communication with my people.It needs really the inner immense emotions of each individual to be such a part of organisation where he/she believes that his own needs including self actualisation will be fulfilled.Organisations provide almost every thing but still EE REMAINS A BIG CHALLENGE.The only reason I assume is that work,compassion,and emotions are the factors that must be truely aligned to drive a person to achieve what is expected from him.
From India, Vadodara
tsk.ramanMr. Bijay Mujumdar,
It's nice to see your response.
Let me at the very outset tell you how very good I felt when I read what you've written about your business.
You say it's small but believe me it will not be the same, it'll grow enormously if you stay consistent. You must relentlessly continue to practice open communication, recognize and trust people who are associated with you and then offer relevant/appropriate training you are "spot on" as far as "EE" goes.
Though one thing that you must ensure is that everyone who works with you should be in tune with your honest practices and ensure that they too like you are an entrepreneur carry that feeling within them that they are entrepreneurs running their own company being in your company.
From India, Hyderabad