Hi All, I have recently been given a new role of handling Employee Engagement in my organization. We are an E-learning company. We are thinking of Rewards and Recognition for our Content and IT team, but I am a little confused about what metrics the R&R can be initiated in these departments. Also, if you can suggest and provide insight on how Employee Engagement works, it would be greatly appreciated! Valuable suggestions will be helpful in my new role!
Regards
From India, New Delhi
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From India, New Delhi
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Please go through the attached document and hope it may help you.
From India, Bhubaneswar
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138From India, Bhubaneswar
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Hi Ankita, as far as Employee Engagement goes, you have been provided with the best document that contains Employee Engagement in a nutshell by Aberdeen. I thank him for sharing this piece of info. I had exactly the same question yesterday, i.e., Metrics or Parameters for RnR Programs.
Parameters for Reward and Recognition
Here are a few parameters that I suggested to a member. These are the ones that I have generally used in all the organizations I have worked. The parameters for Reward and Recognition, for any industry, are almost the same.
1) **Attendance:** I particularly feel that attendance is one parameter that shows an employee's dedication towards his work. Whenever I hire a new individual, I always take a look at his previous company's attendance.
2) **Productivity:** Here you need to get in touch with the operations managers and ask them to rate the employees on their productivity.
3) **Speed of Improvement:** Now this is a little catchy. This is related to productivity; however, it needs to be perceived a little broadly. You need to ask the operations to rate the employee separately on his amount of productivity (point 2) and on his speed or rate at which his productivity is growing.
Let me give you an example here: There are 3 candidates - A, B, & C. All three have completed a year in the system. However, A scores high on attendance, scores low on the other two parameters, B scores high on the first two; however, C scores high on Attendance, low on Productivity, but very high on Speed/Rate of improvement. In such a case, C is a better employee among these three!
The parameters should be the same for monthly evaluations as well.
Another parameter that you can use is "Contribution to Development," i.e., how much the employee contributes towards the development of other employees and his subordinates. Any employee who develops another employee is always an asset to the organization. You can get in touch with Operations and ask them to rate the employees accordingly. Please remember: For the evaluation to be just and synchronized, always use the percentage method or a rating from 1 to 10. The percentage method is easier for Attendance, Productivity, and Rate of Growth. For Contribution to Development, you can use the 1 to 10 rating and then later convert it into a percentage. Thus, the employee with the Highest Average Percentage for all the 4 Parameters is the best employee for that month or year, respectively.
From India, Mumbai
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Parameters for Reward and Recognition
Here are a few parameters that I suggested to a member. These are the ones that I have generally used in all the organizations I have worked. The parameters for Reward and Recognition, for any industry, are almost the same.
1) **Attendance:** I particularly feel that attendance is one parameter that shows an employee's dedication towards his work. Whenever I hire a new individual, I always take a look at his previous company's attendance.
2) **Productivity:** Here you need to get in touch with the operations managers and ask them to rate the employees on their productivity.
3) **Speed of Improvement:** Now this is a little catchy. This is related to productivity; however, it needs to be perceived a little broadly. You need to ask the operations to rate the employee separately on his amount of productivity (point 2) and on his speed or rate at which his productivity is growing.
Let me give you an example here: There are 3 candidates - A, B, & C. All three have completed a year in the system. However, A scores high on attendance, scores low on the other two parameters, B scores high on the first two; however, C scores high on Attendance, low on Productivity, but very high on Speed/Rate of improvement. In such a case, C is a better employee among these three!
The parameters should be the same for monthly evaluations as well.
Another parameter that you can use is "Contribution to Development," i.e., how much the employee contributes towards the development of other employees and his subordinates. Any employee who develops another employee is always an asset to the organization. You can get in touch with Operations and ask them to rate the employees accordingly. Please remember: For the evaluation to be just and synchronized, always use the percentage method or a rating from 1 to 10. The percentage method is easier for Attendance, Productivity, and Rate of Growth. For Contribution to Development, you can use the 1 to 10 rating and then later convert it into a percentage. Thus, the employee with the Highest Average Percentage for all the 4 Parameters is the best employee for that month or year, respectively.
From India, Mumbai
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Hi Puneet, thank you for the suggestion. I am a little confused about the Content team, as analyzing this team's metrics based on performance will be a bit tricky. Additionally, I would like to know what else I can implement besides recognition and rewards to boost employee morale.
Regards,
Ankita
From India, New Delhi
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Regards,
Ankita
From India, New Delhi
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Dear Abedeen and Puneet Very useful and enlighteneing in put on employee engagement . B.Saikumar HR & Labour Law consultant Chipinbiz Consultancy. Pvt.Ltd Mumbai Tel: 09930532927
From India, Mumbai
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From India, Mumbai
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Dear Mr. Saikumar and Ankita, there are many things you can do to boost employees' morale, such as organizing an outdoor game tournament, singing contests, and a best baby picture contest.
Strategies to Boost Employee Morale
Here are a few strategies I have implemented:
1. I used to ask employees to email a joke, and I would then act out the best joke with the help of volunteers at the end of the shift. This activity was very effective in boosting morale.
2. I encouraged employees to be punctual, well-dressed, and adhere to administrative rules. I rewarded them with points for compliance, and the individual with the highest points received a gift from their colleagues.
3. I arranged outdoor picnics every month, ensuring that employees could bring along their family members. This initiative had a significant impact, as one senior manager was persuaded by his mother to stay with the company rather than leave for better opportunities. Today, he holds the position of VP for the department across India.
By fostering emotional connections between employees and the company, you can significantly reduce attrition rates.
Best regards,
From India, Mumbai
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Strategies to Boost Employee Morale
Here are a few strategies I have implemented:
1. I used to ask employees to email a joke, and I would then act out the best joke with the help of volunteers at the end of the shift. This activity was very effective in boosting morale.
2. I encouraged employees to be punctual, well-dressed, and adhere to administrative rules. I rewarded them with points for compliance, and the individual with the highest points received a gift from their colleagues.
3. I arranged outdoor picnics every month, ensuring that employees could bring along their family members. This initiative had a significant impact, as one senior manager was persuaded by his mother to stay with the company rather than leave for better opportunities. Today, he holds the position of VP for the department across India.
By fostering emotional connections between employees and the company, you can significantly reduce attrition rates.
Best regards,
From India, Mumbai
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Effective Employee Engagement
Effective engagement of employees means the utilization of manpower to the optimum. For effective utilization, job analysis and job studies/time motion studies are required. Targets and workload should be fixed according to the man-hours available for work. Other factors also influence human beings. All techniques should be employed for effective utilization by engaging employees to achieve targets, maximize production, and maintain product quality with minimal manpower.
Regards,
D. Gurumurthy
LL. HR & IR Consultant
From India, Hyderabad
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Effective engagement of employees means the utilization of manpower to the optimum. For effective utilization, job analysis and job studies/time motion studies are required. Targets and workload should be fixed according to the man-hours available for work. Other factors also influence human beings. All techniques should be employed for effective utilization by engaging employees to achieve targets, maximize production, and maintain product quality with minimal manpower.
Regards,
D. Gurumurthy
LL. HR & IR Consultant
From India, Hyderabad
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Thank you, Puneet, for the valuable information on employee engagement. That's the only field in HR where I want to strengthen myself a bit more. Kindly continue to post new ideas to keep employees engaged and retained.
Regards,
Danish
From India, New Delhi
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Regards,
Danish
From India, New Delhi
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Dear Puneet Khurana, quite insightful and practical tips you have given...
Managing Employee Engagement
Dear Anikta, in order to develop any metrics, a process, a policy, or any other form of initiative for your organization, being in the role you are in right now, managing Employee Engagement is a very vital aspect of today's organizations. I normally say it's like "managing change" in your organization. But be mindful that this is not a change you are bringing in IT, infrastructure, or a core process of doing any business. It's about managing change "within the minds of your valued employees." Now, as a manager of Employee Engagement, you cannot decipher what exactly is going on in the minds of your employees unless you have a thorough "Business Process Understanding" of your organization. Then, whatever you create, you will speak the stakeholders' language. Try this, it works :)
Value Proposition for Employee Engagement
Next, don't just think about R n R, please think from a perspective where you can offer them the best "value proposition," which includes the following items:
• Performance Management Systems
• Career Growth opportunities
• Training and Development opportunities
• Work-Life Balance
• Compensation & Benefits
Please remember, this is not an age where you increase someone's pay or send him/her to some outbound training; instead, you need to offer them a "Total Rewards" concept. It's about offering them a spicy, delicious, and mouth-watering deal, as this is a time of offering 'Zinger with fries and a diet coke' :) lol
Do share your POV.
Regards,
Sulman
Managing Consultant - HCS
Specialist of Mercer Employee Engagement Survey for Pakistan Market
From Pakistan
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Managing Employee Engagement
Dear Anikta, in order to develop any metrics, a process, a policy, or any other form of initiative for your organization, being in the role you are in right now, managing Employee Engagement is a very vital aspect of today's organizations. I normally say it's like "managing change" in your organization. But be mindful that this is not a change you are bringing in IT, infrastructure, or a core process of doing any business. It's about managing change "within the minds of your valued employees." Now, as a manager of Employee Engagement, you cannot decipher what exactly is going on in the minds of your employees unless you have a thorough "Business Process Understanding" of your organization. Then, whatever you create, you will speak the stakeholders' language. Try this, it works :)
Value Proposition for Employee Engagement
Next, don't just think about R n R, please think from a perspective where you can offer them the best "value proposition," which includes the following items:
• Performance Management Systems
• Career Growth opportunities
• Training and Development opportunities
• Work-Life Balance
• Compensation & Benefits
Please remember, this is not an age where you increase someone's pay or send him/her to some outbound training; instead, you need to offer them a "Total Rewards" concept. It's about offering them a spicy, delicious, and mouth-watering deal, as this is a time of offering 'Zinger with fries and a diet coke' :) lol
Do share your POV.
Regards,
Sulman
Managing Consultant - HCS
Specialist of Mercer Employee Engagement Survey for Pakistan Market
From Pakistan
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