Business Mentor, Consultant And Trainer
Working As Am Human Resources
Recruitment/talent Acquisition, Career Counselling
I think the activities you have mentioned are sub parts to the main agenda of Employee Engagement.
I think the below are a few points to employee engagement:-
1. Getting the Healthcare and Wellness Program in Order
2. Emphasising Work Life Balance
3. Promoting perks that boost mental and physical wellbeing
4. Opening consistent lines of communication
5. Make sure new hires get to know the whole team
6. Giving your employees more responsibility, not just more tasks to do
7. Creating a roadmap to achieve professional goals
Celebrating Birthdays, or going on to a picnic, Office or Departmental Parties are an outcome to celebrate an event or loosen up the environment in the office. They directly are not Employee Engagement.
30th September 2015 From India, Mumbai
The list of activities that you have given are superficial engagement activities. Ashutosh has gone little further. However, this is also not complete engagement. The real engagement happens when employee is mentally engaged with the company. I have seen good number of IT companies wherein these companies do everything but their employees continue to remain disconnected with their managers or organisation. Notwithstanding reasonable spend on employee engagement activities attrition rate not does not come down in these companies.
Engagement starts when employees understand the philosophy, vision and mission of the company. Employees are able to define the culture of their company and if more than dozen employees are told to write about culture, their replies are uniform. Unfortunately in many companies business leaders themselves are not clear about vision or mission of their business. Then how come employees will understand it? Many business leaders just go with the flow and put plaques of vision or mission statements on the walls of front office. They do it because everybody does it.
I recommend you going through the following book on Employee Engagement. It is one of the best books that I have ever read on this subject. The details are as below:
The Essential Guide to Employee Engagement
By Sarah Cook
Published by Kogan Page
All the best!
30th September 2015 From India, Bangalore
If you look around then you will find that huge gap exists in management theory and practice. It is not just restricted to Employee Engagement activities as such.
Go to shop floor of average manufacturing company. How many companies use techniques of Operations Research (OR) in their day to day life? Hardly any. Recently, I conducted a training programme on "Time and Task Management". Few participants were from a very prominent automotive company. This Indian automotive company is into the market for the last 50-60 years. However, one of the participants from this company told that there is huge scope to measure cycle time of large number of processes. Now tell me how come nobody thought in last 50-60 years that we should measure cycle time of every single process? Unless we measure, how can we think of reducing the cycle time and take care of time management?
Lastly about your views on the subject. What Mr Nathrao has written is correct. You had been little negative in your first post. You could have been evaluative instead.
Gentleman, between theory and practice, gap exists in our personal life as well. So many things we are supposed to do but we do not do them. As an individual, whom would be hold responsible for this?
Appreciate your view Mr. Dinesh, I have one Simple question How many companies actually do in this in reality.
30th September 2015 From India, Bangalore
Without going into the details....which have been ably covered by Ashutosh Thakre, Dinesh Divekar & Nathrao......just note that Employee Engagement is a CONTINUOUS process & NOT a collection of one-time affairs/activities of the likes you mentioned. And this also covers the whole gamut of the interaction between the Organization & employees as well as between the employees themselves.
And I do hope you don't misinterprete 'continuous process' as 'continuously partying'.
IF you had some specific situation in mind, suggest give THOSE details to enable the members to give suitable & focused suggestions. Else, such topics can be discussed on & on without any substantive effect on the ground.
1st October 2015 From India, Hyderabad
Now the reasons for many to feel cynical, some times justifiably,about employee engagement, as read in an article, is because of the gap in the engagement. If you ask the senior executives about employee engagement, they say they believe in employee engagement and they have wonderful culture and their employees are doing great and when you ask the employees, most of them reply that their culture is dysfunctional and they are disconnected with goals. So the gap is between the belief and behavior of the top executives.They feel employee engagement is for employees and they need not be engaged in them. This gap needs to be closed for engagement activities to bear fruit.
HR & Labour Law consultant
1st October 2015 From India, Mumbai
1st October 2015 From India, Gurgaon