Hi, I have to design some employee engagement inititatives for a sales team of medical representatives and their managers. Budget should be kept minimal. Thank You.
From India, Mumbai
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1From India, Mumbai
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"Employee Engagement" initiatives are across the board. You cannot have engagement only with a certain section of employees. I am yet to come across dichotomous engagement plans wherein certain employees are given favored treatment and others are left out.
What is your designation? Are you from the pharma industry? If yes, do you produce the drugs in-house or have you outsourced the production? Either way, you spend money. In that case, have you studied the supply chain of your company and found out loopholes? Have you measured the inventory carrying cost of raw materials and inventory carrying cost of the finished products? Do you think that you can manage these costs by engaging the sales team of medical representatives only?
Please give us a little more information on your need.
Thanks,
Dinesh Divekar
From India, Bangalore
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What is your designation? Are you from the pharma industry? If yes, do you produce the drugs in-house or have you outsourced the production? Either way, you spend money. In that case, have you studied the supply chain of your company and found out loopholes? Have you measured the inventory carrying cost of raw materials and inventory carrying cost of the finished products? Do you think that you can manage these costs by engaging the sales team of medical representatives only?
Please give us a little more information on your need.
Thanks,
Dinesh Divekar
From India, Bangalore
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Employee Engagement and Reward Strategies
Employee engagement is almost similar to reward and recognition. My suggestion is to start by inviting names for performance contests from the representatives and their managers. Then, put in place a structured R&R policy. Set up periodic 'retreats' (based on timelines you or your organization are comfortable with), while linking that with revenue goals.
Spending on Employee Engagement
Spending too much on employee engagement is moot. Employee engagement is often mistaken as a one-stop solution to stem attrition, but the reality is that employee churn is inevitable in today’s global economy and the pace of business.
Effective Spending on Rewards
Spend better on rewards; this helps attract new employees and motivates them to perform better. You can also give them the option of participating in company-sponsored CSR activities as an alternative or perhaps giving them PTO or paid time off (over and above the leave policy).
From India, Mumbai
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Employee engagement is almost similar to reward and recognition. My suggestion is to start by inviting names for performance contests from the representatives and their managers. Then, put in place a structured R&R policy. Set up periodic 'retreats' (based on timelines you or your organization are comfortable with), while linking that with revenue goals.
Spending on Employee Engagement
Spending too much on employee engagement is moot. Employee engagement is often mistaken as a one-stop solution to stem attrition, but the reality is that employee churn is inevitable in today’s global economy and the pace of business.
Effective Spending on Rewards
Spend better on rewards; this helps attract new employees and motivates them to perform better. You can also give them the option of participating in company-sponsored CSR activities as an alternative or perhaps giving them PTO or paid time off (over and above the leave policy).
From India, Mumbai
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Employee Engagement Study.doc