Rajesh Vaidya- Earth & Stars
Director- Earth & Stars
Hr - Officer
HR & IR Advisor
23rd September 2014 From India, Mumbai
In my experience, solid engagement comes through Career Management, Learning & Development Activities and Strong Performance and Leadership Culture.
People join organizations to grow financially, career-wise and add to their skills and capabilities.
If this core is taken care well,then a large part of engagement is taken care.
Some visionary Companies have been allowing people to work on their dream projects to enhance engagement
Psychologists and Behavioral Scientists discovered that people are at their best when they work on their strengths, dreams and passions. Visionary companies put these insights with courage – here are some examples-
• 3M’s technical staff spends 15% of their time on the project of their choosing
• Atlassian, an Australian software company allows its employees to work on projects of their liking for 20% of their time.
• Googlers, as Google employees refer themselves to as, spend 20% of their time in projects of their own calling.
• Semco, Brazilian company, radically re-engineered workplace norms – at Semco, employees appoint their managers, targets and projects are chosen and delivered by the autonomous groups and many more.
Companies have their own titles for such policies…’Bootlegging’, ‘Experimental Doodling’, ‘Workplace Democracy’. They are in different continents- Americas, Australia, Asia… however underline beliefs are the same. “People are at their best while working on their own dreams and passions”
Activities mentioned by you are like icing on the cake- I would keep focusing on core activities pertaining to career enhancement, capability building, coaching, innovation and rewards and use family gathering, outbounds etc. as feel-good programs
26th October 2014 From India, Mumbai
I must appreciate your inputs on this topic.
I must say to innovate new techniques and tools for employee engagement, you actually needs to understand the key area of engagement that majority of the employees are looking for. I have gone through an article few days back on "How to retain your star performers" by HBR and that i can connect to Rajesh's comment. Activity and encouragement towards "Career planning" "Effective training and development plans" "Creating a cohesive atmosphere" are those areas which engage and motivate the employees the most.
Apart form that, regular activities like events, family trips etc also helps. I believe once the key areas are identified it will be very easy to come up with new engagement plans.
27th October 2014 From India, New Delhi
Employee engagement is a complex subject and is very relative.
However, I can jot down some of the tools to this effect.
1) Strong goal setting (Purpose)
2) Try to sync the goal with the vision of the company. (Link purpose)
3) Regular interventions like trainings, reviews, workshops, forums etc. (periodic revisit to Purpose)
4) Make the company dashboard in such a way that an emloyee would want to be flashed on it. (Immediate amplification)
5) Make PMS more responsive and transparent.
7th November 2014 From India, Nasik
8th November 2014 From India, Madras
I have one innovative thing in my mind quite long time. that is, hire some agricultural fields take the employees and make them work in the agricultural fields(should not spoil the fields). it would be great to the corporate peoples to understand the problems that farmers facing and the respect against eatables will increase.
I am having this thought since when i was in MBA(2011), I was searching the place to explore. and treating this is my ground to share.
Kindly try it, really works. since i am from agricultural family and working in a corporate i feel that this really have its own weight.
Kindly do correct me if i am wrong.
8th January 2015 From India