Dear All, I am happy to share with you presentation on Employee Engagement prepared for my org. Kindly share your valuable suggestions or inputs to upgrade. Regards, Priyanka
From India, Mumbai
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6From India, Mumbai
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Hi,
You have prepared a fairly comprehensive PowerPoint presentation on the engagement activities appropriate for your organization. Congratulations on that fine job, especially keeping in mind the three broad types of employees that you have to cater to.
My only suggestion is that the responsibilities for each of those engagement activities must also be appropriately assigned and tracked to ensure the effectiveness of the engagement tools outlined by you. Many a time, engagement initiatives fail not because they are not well planned and strategized but because they are haphazardly executed.
Regards
From India, Mumbai
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You have prepared a fairly comprehensive PowerPoint presentation on the engagement activities appropriate for your organization. Congratulations on that fine job, especially keeping in mind the three broad types of employees that you have to cater to.
My only suggestion is that the responsibilities for each of those engagement activities must also be appropriately assigned and tracked to ensure the effectiveness of the engagement tools outlined by you. Many a time, engagement initiatives fail not because they are not well planned and strategized but because they are haphazardly executed.
Regards
From India, Mumbai
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Thank you all. I will surely work on the suggestions.
@ Mugundan: Night shift employees are also involved in all the activities, as my colleague and I work the night shift twice a week, specifically to:
- Resolve night shift employees' issues
- Engage in fun activities like "Freaky Friday"
- Celebrate monthly birthdays, and so on
Stay connected :-)
Regards,
Priyanka
From India, Mumbai
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@ Mugundan: Night shift employees are also involved in all the activities, as my colleague and I work the night shift twice a week, specifically to:
- Resolve night shift employees' issues
- Engage in fun activities like "Freaky Friday"
- Celebrate monthly birthdays, and so on
Stay connected :-)
Regards,
Priyanka
From India, Mumbai
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You obviously put a lot of thought and effort into your presentation. Congratulations because employee engagement is very important to any company's success.
The goal of managing people is to create an environment that causes employees to become highly motivated, highly committed, and fully engaged with very high morale and innovation, literally loving to come to work and at least 300% more productive than if poorly engaged. Guru Stephen Covey stated the performance difference as 500%, and my own experience in several turnarounds makes me agree with Covey.
Engagement is the word we use to describe that, but how to achieve it? Simple and easy!
Management is responsible for supporting work by providing training, tools, parts, material, information, direction, discipline, planning, and the like to employees. How well management achieves employee engagement is dictated by the quality of this support, with poor support causing disengagement and very high-quality support causing very high levels of engagement.
The only way management can achieve high-quality support is to listen to the users of that support, employees. Listen to their complaints, suggestions, and questions just as you do to customers of your products and services to make them more acceptable and pleasing to customers. Listen and respond to the satisfaction of employees, the customers of your support. If you don't want to listen to them or insist on giving them orders about doing their work, you will convince them that you don't respect them and they will become disengaged. Would you treat an external customer that way? If you insist on using the traditional top-down command and control approach to managing people, you will fail miserably at creating a fully engaged workforce.
Hope this helps, Ben Simonton
Leadership is a science, and so is engagement
From United States, Tampa
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The goal of managing people is to create an environment that causes employees to become highly motivated, highly committed, and fully engaged with very high morale and innovation, literally loving to come to work and at least 300% more productive than if poorly engaged. Guru Stephen Covey stated the performance difference as 500%, and my own experience in several turnarounds makes me agree with Covey.
Engagement is the word we use to describe that, but how to achieve it? Simple and easy!
Management is responsible for supporting work by providing training, tools, parts, material, information, direction, discipline, planning, and the like to employees. How well management achieves employee engagement is dictated by the quality of this support, with poor support causing disengagement and very high-quality support causing very high levels of engagement.
The only way management can achieve high-quality support is to listen to the users of that support, employees. Listen to their complaints, suggestions, and questions just as you do to customers of your products and services to make them more acceptable and pleasing to customers. Listen and respond to the satisfaction of employees, the customers of your support. If you don't want to listen to them or insist on giving them orders about doing their work, you will convince them that you don't respect them and they will become disengaged. Would you treat an external customer that way? If you insist on using the traditional top-down command and control approach to managing people, you will fail miserably at creating a fully engaged workforce.
Hope this helps, Ben Simonton
Leadership is a science, and so is engagement
From United States, Tampa
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Employee-engage ment.prn_190.pd f
Employee Engagement Study.doc
Employee engagement.ppt