I am working on a project on Employee Engagement. An Employee Satisfaction survey was conducted in our company by external consultants, and based on the results, we have to plan some activities to engage employees. Compensation, Career planning, Rewards & Recognition, and Interdepartmental communication are the four major areas of improvement. Can somebody please help me regarding this? So many views but not a single reply???
From India, Mumbai
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15From India, Mumbai
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Hi,
For interdepartmental communication, you can arrange team lunches for every team. In this way, you can improve communication within the team.
You can also have brainstorming sessions on technical or nontechnical topics.
Rewards and Recognition:
You can devise a recognition program for employees. This may be quarterly or half-yearly, such as a pat on the back award, Excellence award, etc.
-- Pavithra
From India, Madurai
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For interdepartmental communication, you can arrange team lunches for every team. In this way, you can improve communication within the team.
You can also have brainstorming sessions on technical or nontechnical topics.
Rewards and Recognition:
You can devise a recognition program for employees. This may be quarterly or half-yearly, such as a pat on the back award, Excellence award, etc.
-- Pavithra
From India, Madurai
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For recognition, you can provide certificates to the employees for the best performer of the month or praise them among other staff members.
For inter-departmental communication, you need to change their attitude first if they are not happy talking to others or organize a get-together party.
Regards,
Rimgim
From India, Chandigarh
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For inter-departmental communication, you need to change their attitude first if they are not happy talking to others or organize a get-together party.
Regards,
Rimgim
From India, Chandigarh
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Thanks Rimgim, but a lot of conflict arises between departments that communicate on a day-to-day basis, and they are not able to resolve it. For example, finance and purchase departments often face these issues. In such situations, when there is so much workload, they do not prefer gatherings or parties.
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Overall, it's crucial for departments facing conflicts to find effective ways to resolve their issues despite their busy schedules. Communication, understanding each other's perspectives, and finding common ground are key to fostering better relationships and collaboration within the organization.
From India, Mumbai
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Overall, it's crucial for departments facing conflicts to find effective ways to resolve their issues despite their busy schedules. Communication, understanding each other's perspectives, and finding common ground are key to fostering better relationships and collaboration within the organization.
From India, Mumbai
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Dear Ms. Perfectionist,
I presume your name is Monica - I can discuss this with you on a call and also help you put up a template. In my current role as the head of learning and development in a service sector organization, I have just completed this activity in detail.
My email is anshumaldikshit@yahoo.com.
Regards,
Anshumal
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I presume your name is Monica - I can discuss this with you on a call and also help you put up a template. In my current role as the head of learning and development in a service sector organization, I have just completed this activity in detail.
My email is anshumaldikshit@yahoo.com.
Regards,
Anshumal
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Hi,
I would suggest everybody to post details on this site rather than mailing personally. If you post here, everyone can see and implement those policies in their organization. So, a humble request, please post your forum here.
Regards,
Suhrita
From India, Pune
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I would suggest everybody to post details on this site rather than mailing personally. If you post here, everyone can see and implement those policies in their organization. So, a humble request, please post your forum here.
Regards,
Suhrita
From India, Pune
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Hi,
I am Pooja, working with an architecture company. I need a daily, weekly, monthly format to maintain data of employees who work on holidays and late hours.
Please help me out, it's very urgent.
Regards,
Pooja
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I am Pooja, working with an architecture company. I need a daily, weekly, monthly format to maintain data of employees who work on holidays and late hours.
Please help me out, it's very urgent.
Regards,
Pooja
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Hi there!
Brainstorm with some of your colleagues on what they think are the top employee engagers at work? ('Employee engagers' are those factors, other than work, that get your most attention and could bind you to the organization.) I have listed a few. You might like to add or even rank them!
Facilities
Cafeteria
Peer bonding
Fun culture
High-energy atmosphere
Learn and earn potential
Positive work pressure
From United States
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Brainstorm with some of your colleagues on what they think are the top employee engagers at work? ('Employee engagers' are those factors, other than work, that get your most attention and could bind you to the organization.) I have listed a few. You might like to add or even rank them!
Facilities
Cafeteria
Peer bonding
Fun culture
High-energy atmosphere
Learn and earn potential
Positive work pressure
From United States
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Dear All, Attached please find the doc abt employee engagement recd from our esteemed HR fraternity. Best Regards VIJAY SHITOLE
From India, Mumbai
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From India, Mumbai
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Hi,
This is very challenging to retain employees, but we can do the following:
A. Rewards
1. Abilities and achievements: Best Employee, Outstanding Performance
2. Incentives for the best execution of work.
3. Referral Incentives
B. Working Conditions
1. Good working environment
2. Automation
3. Proper scheduling of work and time management
4. Accurate estimation of time to execute tasks
C. Payments
1. Timely payment of salaries
2. Tax-friendly salary structure
3. Modern and industry-standard salary packages
4. Provision of proper employee IDs and cards
5. Issuance of salary slips
6. Correct deduction of PF and ESI contributions and ensuring registration
7. Bonuses
D. Job Role
1. Providing challenging job profiles to high performers
2. Issuing notices to underperformers
3. Conducting training and development sessions for new employees
4. Organizing team-building activities and inviting ideas to enhance processes
E. Motivation
1. Granting decision-making authority to a certain extent
2. Hosting weekend parties
3. Celebrating departmental and organizational achievements
Please add the above list to create a comprehensive checklist.
Thanks and regards,
Anurag Jain
From India, Jaipur
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This is very challenging to retain employees, but we can do the following:
A. Rewards
1. Abilities and achievements: Best Employee, Outstanding Performance
2. Incentives for the best execution of work.
3. Referral Incentives
B. Working Conditions
1. Good working environment
2. Automation
3. Proper scheduling of work and time management
4. Accurate estimation of time to execute tasks
C. Payments
1. Timely payment of salaries
2. Tax-friendly salary structure
3. Modern and industry-standard salary packages
4. Provision of proper employee IDs and cards
5. Issuance of salary slips
6. Correct deduction of PF and ESI contributions and ensuring registration
7. Bonuses
D. Job Role
1. Providing challenging job profiles to high performers
2. Issuing notices to underperformers
3. Conducting training and development sessions for new employees
4. Organizing team-building activities and inviting ideas to enhance processes
E. Motivation
1. Granting decision-making authority to a certain extent
2. Hosting weekend parties
3. Celebrating departmental and organizational achievements
Please add the above list to create a comprehensive checklist.
Thanks and regards,
Anurag Jain
From India, Jaipur
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Miss Perfectionist:
This is what you need to do. This is an OD exercise that cannot be implemented without Organization Support. Follow the action plan below:
1. Study the weak variables that you want to improve upon, i.e., Leadership, Communication, Recognition, etc.
2. Form Task Forces for each of the variables - comprising of a leader, a sub-leader, and 4-5 members - preferably cross-functional so that we get inputs from all areas. Nominate 1 HR person in each or more of these task forces.
3. Assign a certain amount of responsibility to the leader of each task force.
4. Organize weekly/fortnightly/monthly meetings of these task forces to arrive at various ways of improving the engagement scores.
5. Collect these inputs and put forth to the management giving HR views into each of these inputs. It is important that you don't curb the initiatives of the task forces and note down all the inputs however absurd they may be.
6. Management shall decide the way forward with each of these inputs.
7. Either HR implements these inputs or even better the Task Forces shall implement these initiatives.
8. Arrange a quarterly/half-yearly (audit) by a senior HR Professional from another Organization. In this Audit, all the Task forces shall present their path towards achieving better engagement scores in their respective areas.
9. The External Person shall give feedback on the progress of each area and also suggest other possible improvement areas.
10. Repeat this cycle till you come to the next Survey.
This is a continuous process. It's worked wonders where I worked earlier - Grasim Industries - Aditya Birla Group.
You can prepare a Flowchart for doing this and present it to the Management.
Regards S. Powar:icon6:
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This is what you need to do. This is an OD exercise that cannot be implemented without Organization Support. Follow the action plan below:
1. Study the weak variables that you want to improve upon, i.e., Leadership, Communication, Recognition, etc.
2. Form Task Forces for each of the variables - comprising of a leader, a sub-leader, and 4-5 members - preferably cross-functional so that we get inputs from all areas. Nominate 1 HR person in each or more of these task forces.
3. Assign a certain amount of responsibility to the leader of each task force.
4. Organize weekly/fortnightly/monthly meetings of these task forces to arrive at various ways of improving the engagement scores.
5. Collect these inputs and put forth to the management giving HR views into each of these inputs. It is important that you don't curb the initiatives of the task forces and note down all the inputs however absurd they may be.
6. Management shall decide the way forward with each of these inputs.
7. Either HR implements these inputs or even better the Task Forces shall implement these initiatives.
8. Arrange a quarterly/half-yearly (audit) by a senior HR Professional from another Organization. In this Audit, all the Task forces shall present their path towards achieving better engagement scores in their respective areas.
9. The External Person shall give feedback on the progress of each area and also suggest other possible improvement areas.
10. Repeat this cycle till you come to the next Survey.
This is a continuous process. It's worked wonders where I worked earlier - Grasim Industries - Aditya Birla Group.
You can prepare a Flowchart for doing this and present it to the Management.
Regards S. Powar:icon6:
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Hi,
There is no one solution that fits all. Similarly, until I understand the company profile and what motivates your employees, it's pointless attempting an engagement program. While for some, a family day or perhaps an annual day would do the trick, in some places, a casual evening with alcohol would do the trick.
Send across to me a few details about your company; maybe we could mutually arrive at something. If you want to really taste success, ask your employees, and do not assume that a particular activity would do wonders.
Cheers,
Ralston
Ralston's (FEW) words.
From India, Mumbai
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There is no one solution that fits all. Similarly, until I understand the company profile and what motivates your employees, it's pointless attempting an engagement program. While for some, a family day or perhaps an annual day would do the trick, in some places, a casual evening with alcohol would do the trick.
Send across to me a few details about your company; maybe we could mutually arrive at something. If you want to really taste success, ask your employees, and do not assume that a particular activity would do wonders.
Cheers,
Ralston
Ralston's (FEW) words.
From India, Mumbai
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hi guys this what i have made as the first step any inputs?
From India, Mumbai
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From India, Mumbai
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Hello Miss Perfectionist:
I am doing a project on Employee Engagement. An employee satisfaction survey was conducted in our company by external consultants. Based on the results, we have to plan some activities to engage employees.
We cannot measure employee engagement with an employee satisfaction survey. Employee engagement and employee satisfaction are two different things.
Employee engagement is what we get when an employee is motivated by the job, successful in the job, well managed by the supervisor, and paid fairly by management.
Employee satisfaction is what we get when we give employees things they want, whether or not they are engaged by their jobs.
Compensation, Career planning, Rewards & Recognition, and Interdepartmental communication are the four major areas of improvement. Can somebody please help me regarding this?
If we work to satisfy our employees, we may well decrease employee engagement because we will be focusing on the wrong things. A few things to consider:
- Good employees who are successful, well-managed, and paid well will be engaged even if not fully satisfied.
- Good employees who are successful but not managed well or paid well will not be engaged and will not be satisfied.
- Bad employees who are unsuccessful, even though they are well managed and well paid, will not be engaged even if fully satisfied.
From United States, Chelsea
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I am doing a project on Employee Engagement. An employee satisfaction survey was conducted in our company by external consultants. Based on the results, we have to plan some activities to engage employees.
We cannot measure employee engagement with an employee satisfaction survey. Employee engagement and employee satisfaction are two different things.
Employee engagement is what we get when an employee is motivated by the job, successful in the job, well managed by the supervisor, and paid fairly by management.
Employee satisfaction is what we get when we give employees things they want, whether or not they are engaged by their jobs.
Compensation, Career planning, Rewards & Recognition, and Interdepartmental communication are the four major areas of improvement. Can somebody please help me regarding this?
If we work to satisfy our employees, we may well decrease employee engagement because we will be focusing on the wrong things. A few things to consider:
- Good employees who are successful, well-managed, and paid well will be engaged even if not fully satisfied.
- Good employees who are successful but not managed well or paid well will not be engaged and will not be satisfied.
- Bad employees who are unsuccessful, even though they are well managed and well paid, will not be engaged even if fully satisfied.
From United States, Chelsea
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Hi, Miss Perfectionist,
You can use the following employee engagement activities at your office:
1. Informal interactions of your employees with top management (may be in sessions) - Employees feel motivated and connected to the vision and mission of the organization.
2. Health camps can be organized.
3. Birthday, annual, or quarterly parties can be arranged.
4. Awareness sessions on general topics (may be conducted by some external agency).
5. HR policies must be properly explained to employees. For this, sessions can be conducted.
These are just a few examples. All these activities help employees feel connected and valued by the organization, providing them with a transparent picture of the organization. This adds great value to employee satisfaction.
Regards,
Bhartendu
From India, New Delhi
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You can use the following employee engagement activities at your office:
1. Informal interactions of your employees with top management (may be in sessions) - Employees feel motivated and connected to the vision and mission of the organization.
2. Health camps can be organized.
3. Birthday, annual, or quarterly parties can be arranged.
4. Awareness sessions on general topics (may be conducted by some external agency).
5. HR policies must be properly explained to employees. For this, sessions can be conducted.
These are just a few examples. All these activities help employees feel connected and valued by the organization, providing them with a transparent picture of the organization. This adds great value to employee satisfaction.
Regards,
Bhartendu
From India, New Delhi
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Employee Engagement Activities.pdf
Employee Engagement Activities - .doc