How to conduct employee engagement activity in the manufacturing industry?
From India , Vijayawada

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Dear V Srinu Babu,

When you say "employee engagement", what activities are in your mind and what will be the budget for those activities? You could have explained it.

As far as India is concerned, employee engagement is restricted to conducting a few short-duration games at the workplace. However, research is not available that shows:

a) Whether the employee engagement activities improved employee productivity?
b) Whether the employee engagement activities reduced employee attrition?
c) Whether the employee engagement activities reduced absenteeism?
d) Whether the employee engagement activities improved customer satisfaction?
e) Whether the employee engagement activities fostered innovative ideas at the workplace?
f) What is the ROI on the employee engagement activities? Who measured it and how was it measured?

Without this research, the games and engagement activities are conducted with the assumption that these work well. Occasionally, it is just the fancy of HR professionals.

Notwithstanding the above, it does not mean that the employees should not be engaged. Yes, they should have intellectual and emotional affiliation with the company. However, conducting workplace games is easy in the IT/BPO industry. Their nature of work is flexible. But then this is not the case with the manufacturing sector. It is not possible to stop the assembly line and spend time in the engagement activities. The line-stoppage cost is too high. Going further, the manufacturing is done across the world, and Japanese companies are known to produce 100% defect-free products? Do they conduct any engagement activities? Of course not!

Nevertheless, you may make efforts to improve the interpersonal environment in the company. Talk to your management and identify means to create a culture of respect. The second thing that can be done is to plan the career of the employees. A career plan for the employees is the No 1 motivating factor for the employees. Thirdly, you may arrange productivity improvement training programmes. If you do this, it will go a long way!

All the best!

Dinesh Divekar

From India, Bangalore
KK!HR
1098

Let us not confuse employee engagement with a few sporadic games or other activities with or without an external resource person. Such activities may produce some +ve results immediately but a sustained impact will come when the management philosophy is seen as employee-friendly, both in precept and practice. The HR approach in the manufacturing sector has to be particularly employee-centric and this would make a lot of difference.
From India, Mumbai
Hi,

Employee engagement is a very broader term. Is need not be any activity or gaming activity. Anything which engages personnel in whatever they are doing is an engagement activity.
The methodology may change but the principle shall remain the same.

Regards
Amol Nakve

From India, Mumbai
The above discussion stirred my curiosity and I wanted to check if Japanese companies employed any engagement activities. I found the info at https://japantoday.com/category/feat...t-in-the-world very surprising.
From United Kingdom
Dear colleague,

I would like to share my views on Employee engagement':

* HR need to understand clearly what it means and why, how and when it brings value to the organisation.

* This embraces all activities and approaches an employer chooses to make an employee feel emotionally attached to his job, company's products and goals .

* The activities that are chosen to be undertaken must be grounded in specific felt needs and customized around them. Just lifting anything from some other organisation where it has worked successfully, and planting it won't yield desirable results. No cookie- cutter approach in the choice of activities is advised.

* Generally, it is believed that the employee engagement means some activities like picnics, get-togethers and playing games etc which certainly have ' feel good' impact but does not last long.

* The activities which have high degree of successs focus on :
- Encourage free flow of upward and downward communication.
- Keeping employees informed about Company's performance.
-Providing regular feedback
- Making employees feel valued and respected
- Making them feel their ideas are heard and understood
-Making their work meaningful, appreciated and backed by their supervisor.
- Making them feel responsible for company's success.
-

HR 's imagination need to work overtime in devising activities centered around achieving above which are dynamic, focused on felt need and innovative. One should avoid temptations of ready made approach but inject ever new tailor made activities aimed at creating engaged employees who show high level of enthusiasm and dedication and are seen to be super productive, high performing and identify with Company's success .

Such engaged employees will then consistently speak positively about the employer to coworkers, customers, job candidates and everyone. They will display strong desire to stay with the organisation through thick and thin and despite having other opportunities.

Regards,

Vinayak Nagarkar
HR and Employee Relations Consultant

From India, Mumbai
Employee Engagement Activities

1. Team Building Activities
2. Workplace Parties
3. Recognition Programs
4. Sports Events
5. Learning Lunches
6. Personality Development Programs
7. Skills Development Programs
8. Special Days Activities

From India, Noida
Dear Aditya Krishnatray,

You have mentioned eight "employee engagement activities". Have you measured the ROI on these activities? If yes, then would you mind sharing the details on this forum? If not, then do you know an example of a company that has measured the ROI? If you know the example, then would you mind sharing the details on this forum.

I have been making this request for almost a decade, nevertheless, no HR professional has come forward to share the details. Hence the request to you.

Thanks,

Dinesh Divekar

From India, Bangalore
Dear colleagues,

Mere listing of Employee engagement activities is not enough. Had it accompanied by some insights gained from the organisations who have tried, why they chose any particular activity, what processes applied and whether desired outcome was achieved it would have added value. I don't mean to measure it's success in precise manner but broad assessment of before and after scenario.

In my view , all HR interventions need not be measured ,even if it is possible and desirable, in terms of ROI. In fact, I fear that the cost of measurement in terms of ROI may turn out to be more prohibitive than the money spent on any given Employee engagement activity. Of course, this is my apprehension and has no basis of any research findings. That is why the organisations perhaps don't give so much weightage to precise measuring an outcome of any employee engagement activity and simply go with the bandwagon.

Regards,

Vinayak Nagarkar
HR and Employee Relations Consultant

From India, Mumbai
Dear colleagues,

Employee Engagement is an important activity for every organisation. In India, the Employee Engagement ratio is very low because of many reasons. It depends on organisational Values, Ethics, Work-culture and work environments etc.

Every organization is different, therefore we can not copy the activities for Employee Engagement, from one to another.
It is advisable that first conduct EE survey seriously for employees of an organisation with Integrity and confidentiality. On the basis of the survey recommendations, required activities can be initiated to get ROI.

Random actions for it is not advisable otherwise groupism and nepotism will develop in the organisation.

Please feel free to write for further clarifications.

Regards,

From India, Delhi

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