Consuting - Life Coaching
Assistant Manager- Hr
Isaac Patturaja G B
Manager - Hr
B K BHATIA
Director Of Company
Hr Consultant & Trainer
Asssociated With 1 To 1help.net And Employee
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.
22nd August 2013 From United States, Anchorage
You will find ample information on this subject.
22nd August 2013 From India, Delhi
2Therefore the organisational study exercise need be intiated by a outside agency who is neither biased nor commercial in approach to the assignment
23rd August 2013 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..
24th August 2013 From India, Hyderabad
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.
25th August 2013 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.
26th August 2013 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
26th August 2013 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.
27th August 2013 From India, Vadodara
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.
27th August 2013 From India, Hyderabad
Thanks for compliment.I m confident and will always ensure the most ethical practices in the business as for sure the business run with ethics will pave the path for all the employees to be engaged with full of freedom and enthusiasm.Most importantly it is management's responsibility to contribute towards EE.
Trees those have deep roots embeded in soil will sustain the heavy storms and thus survive longer.Hence we all hr must strengthen the roots of organisation through Best of EE Practices.
27th August 2013 From India, Vadodara
I like your signature statement in this posting, and to make it even more demonstrative I'd impress you to follow this link and read through this philosophy, it's inspiring indeed.
Presentation Zen: Be like the bamboo: 7 lessons from the Japanese forest
and this on too an inspiring You Tube : Life Lessons of The Chinese Bamboo Plant - YouTube
27th August 2013 From India, Hyderabad
1to1help.net Pvt. Ltd., an ISO 9001:2008 company, is an Employee Assistance Program (EAP)provider with a reputation for quality with integrity. A pioneer in the field of Employee and Family Assistance in India, we currently provide responsive and individualized services to 80 companies across India with total employee strength of approx. 750,000. We have conducted over 90,000 counseling sessions through our EAP program and have a team of more than 115 highly qualified counselors across India.
1to1help has international affiliation with Workplace Options, World’s largest work-life services provider.
In today's world, employees are faced with a tremendous amount of stress. Apart from the stress of performance, career growth and workplace relationships there are also issues like marriage, relationships, loneliness and depression, parenting etc. At first glance these seem to have no connection with the workplace, but in fact research clearly indicates that personal problems Do impact productivity. Concerned employers may not want to get directly involved in their employees' personal lives, yet they recognize that these do affect the company's bottom-line. Besides, by providing assistance for the personal needs of employees, the company gives a clear, practical indication of its concern for employee well-being.
Some of the special features of our service are:
Counselling is provided by a team of professionally qualified, trained counselors, widely experienced in dealing with the whole gamut of problems faced by 'normal' people. (Their profiles are available for registered users to view on the 1to1help.net website). The team approach makes it possible to offer a very high quality of service to large numbers across the country.
A range of counseling options is available:
Face to Face Counselling is available by prior appointment in 20 major cities like Bangalore, Chennai, Delhi, Mumbai, Pune, Hyderabad, Ahemdabad, Kolkota etc at the 1to1help premises.
Telephone counselling provides a certain degree of anonymity and is also suitable for those who are constrained by time or distance.
Online counselling a concept pioneered in India by 1to1help, utilizes secure web-based messaging. (Employees log on to a secure web page and send a message via a password-protected, secure form.) This option provides convenience, accessibility, security and relative anonymity (extremely important in the Indian scenario).
4th September 2013 From India, Pune
Some interesting quotes on employee engagement which equally bring out the essence of EE.
“To win in the marketplace you must first win in the workplace.” –Doug Conant
“Always treat your employees exactly as you want them to treat your best customers.” –Stephen R. Covey
“Engaged employees are in the game for the sake of the game; they believe in the cause of the organization.” –Paul Marciano, PhD
To convert your human capital into the best assets of the organisation get your employees engaged to make your organisation a great place to do great work.
4th May 2015 From India, Pune
Employee engagement is a workplace approach designed to ensure that employees are committed to their organisation's goals and values, motivated to contribute to organisational success, and are able at the same time to enhance their own sense of well-being.
There are many ways,steps to increase employee engagement.
Basically an employee needs to feel that the organisation cares for him/her and that he is important as a human being and not a mere ID number in the big ocean.
All of who lead teams work as managers have staff and co workers working with you.
I believe we need to know our employee/coworker as a person with desires,dreams as a human being.
Arrange for small picnics,get togethers and family gatherings from time to time.
Make it a point to visit an employee who is not well or hospitalised.
Talk to your co worker before he proceeds on leave and when he reports back.Ask him how the leave was and generally how things are with him-genuine concern and no probing into personal matters.
An employee should be treated with care and respect.
Recognise the merits and good work done by your team members.
Pass the credit to the workers when good things take place.
Make employees aware of company culture and values.
Be genuine in your dealings,one can see through pretences and superficial welfare activities.
The conduct and actions of the immediate manager impacts on employee engagement.
A good and genuine manager inspires employee engagement by his interactions,care,concern and professionalism.
29th June 2015 From India, Pune
A staff survey is an excellent way to gather information about employee engagement and employee satisfaction or they can be used to collect information about a specific campaign (i.e. stress management, training needs analysis, change management and appraisals).
Collating staff feedback needs careful planning and thatâ€™s how we can help. With our collective experience, our employee engagement team takes away the hassle and delivers a complete service; from asking the right questions, design and print, through to capturing the data. We are able to carefully analyze and present the results of your employee surveys in an easy to understand management report that will highlight areas for improvement or celebration.
With our assistance your employee engagement survey will:
ïƒ¼ Create a clear understanding of your employeesâ€™ engagement levels
ïƒ¼ Uncover improvement ideas for your entity and itsâ€™ operations
ïƒ¼ Monitor the success of change management
ïƒ¼ Drive your entityâ€™s strategy forward
ïƒ¼ Improve two-way communication between staff & management
12th October 2016 From India, Faridabad
Please go to Search section on Cite HR and type Employee Engagement activities. You will get a plenty of options and good suggestions on Employee Engagement.
Further, you will get more responses if you write your post in detail e.g. number of employees working with you, their age group, their overall motivation, any employee engagement activities undertaken in past etc.
25th October 2016 From India, Pune
Everything which you do for employee and makes them engaged directly or indirectly is Employee Engagement Activities.
Definitely I would like to give you further ideas but before that I want to know in which industry you are working because EE activities depends on industry to industry it differs a lot.
26th October 2016 From India, Pune
According to me, EMPLOYEE ENGAGEMENT is a terminology lot spoken in the recent past; But, the same was in place ever since the Industrial Revolution Begins.
In the nutshell; it the responsibility of an organization and the supervisor to continuously engage an employee in the work, proving him/her the continuous learning opportunity; thus elevating the standard of the employee in terms of Knowledge, Skills and Competencies.
Now, the word EMPLOYEE ENGAGEMENT means Outbond Training, Birthday Party, Festival Celebrations, Gifts etc; which are necessary; but the root is very important.
Thanks & Regards
Isaac Patturaja G B
28th October 2016 From United States, Huntsville
Yes, it is important for all genre of firms including IT companies. You can read this article to know the importance of employee retention or engagement https://www.millforbusiness.com/why-...ent-important/. On the contrary, there is no tool to find out the level of employee engagement. You can only measure via your human intelligence or otherwise, your sales, profile levels and customer satisfaction would guide you in a better way about the employee engagement.
19th October 2018 From United States, Manassas
Benefits of Employee Engagement
• Increased Employee Productivity
• Decreased Turnover
• Increased Innovation
• Decreased Absenteeism
• Decreased Workplace Injury
Increased Employee Engagement Leads to
• Increased Profitability
• Increased Stock Price
• Better Customer Service
• Better Recruitment Success
4th July 2019 From India