Hello Archana,
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
regards,
Rajesh