Hello Akhil,
Employee engagements intiatives help the organizations to ensure the full involvement of employees in their work.
HR goes extra mile to ensure employee engagement. The engagement activities can be broken into engagement activities for new joinees and engagement activities for the existing employees.
Best practice recommends starting right at the selection or recruitment stage with:
· The right person and giving them a realistic job preview
· A strong induction and orientation programme
· Rigorous training and development, from technical to soft skills to leadership development programmes.
· Regular technical/soft-skill updates.
.Certification programmes to drive people towards excellent performance
Beyond initial recruitment and induction, employee engagement activities can be broken into a number of groups. These include:
· Communications activities
· Reward schemes
· Activities to build the culture of the organisation
· Team building activities
· Leadership development activities
1) Communications activities: These help employees find out what is going on within the company outside of their immediate team. They also help to create an environment of trust and openness within the organization where they are able to talk openly. Employees who feel they are listened to are able to express dissatisfaction and work together to resolve their causes, without it affecting their performance. Good examples of communications approaches include:
Communication forums to provide regular feedback to all people, including team meetings, conferences and away days
In-house magazines
On-line communications, including discussion boards and blogs by company personnel including senior management
Monthly updates on corporate goals and directions
Regular employee opinion and satisfaction surveys
Active soliciting of employee feedback, including opinions and pet peeves
2) Reward schemes: Reward schemes are an important part of a company's overall employee engagement programs. Studies have long shown that, while money in itself is not a motivating factor, the absence of financial reward can be a significant demotivating factor. Thus the role of reward schemes in boosting employee engagement is:
To remove barriers to satisfaction in the organization;
To provide a framework for rewarding everyone in the organization for their performance;
To give those who are motivated by financial gain an opportunity to achieve this.
Typical approaches include:
Compensation and benefit programs
Stock ownership and profit sharing
Recognition programs
Idea collection schemes linked to rewards for idea generation
Long service and good performance awards
3) Activities to develop the culture of the organization: Giving employees a feeling of belonging is crucial in creating a thriving organization that people feel committed to and others want to join. Common approaches include:
Clear and humane HR policies
Pro-social corporate objectives and Corporate Social Responsibility
Equal opportunities policies and practices
Initiatives to maintain the quality of work life and a balance between personal/professional lives
Developing a safe, clean and inspiring work environment
Demonstrating a commitment to employees well being
4) Team building activities: Culture-building activities are great for generating a feeling of belonging, but all organizations are building out of smaller teams who can get on and work together. Popular approaches include:
Small team recreational activities, such as bowling, skating, trips to the cinema
Social activities, such as family gatherings and barbeques
Community outreach activities such as volunteering and fund-raising.
5) Leadership development activities: A great organization needs not just a great leader, but people with leadership skills. This stimulates good performance, boosts creativity and eases succession planning. Good practices include:
Effective Leadership
Effective Performance Management
Fair evaluation of performance
Empowerment through effective delegation
Coaching and mentoring activities to give honest feedback by supervisors and peers
An open and transparent culture to empower people and develop entrepreneurs
Hope this will serve the purpose.
Regards,
Jyotsna Singh