Hi to all the users of Cite HR
What measures can be taken for Employee Engagement or what one can do best for Employee Engagement?
Please guide me on this
Looking ahead for effective responses.
Regards
Shalini
From India, Delhi
What measures can be taken for Employee Engagement or what one can do best for Employee Engagement?
Please guide me on this
Looking ahead for effective responses.
Regards
Shalini
From India, Delhi
Hi Shalini,
Employee engagement has today become one of those Buzzwords that is often quoted by the industry.
If you really sit down to think, you will find that all companies strive to do this but may have different names for it:
For instance, a company may have a hobby club being run in weekends, another might do team outings and excursions coupled with team building games, exercises, and maybe light hearted management lessons.
I have heard of another one that talks of paying fees for the employees Masters or other higher level education, some loan laptops on easy terms , with attrition clauses attached in various forms.
The point here is first, any organization will have to have a hard look at each one of the policies and rectify them to be non-threatening as far as possible for today's workforce. This is since, today; most of the youngsters do not even think twice to leave a job.
Once the policies are reviewed, then you will need to pick each one and communicate, communicate and over communicate it to the work force.
At the end of the day, the employee must feel from within that these are well meaning policies for the employee's benefit and his benefit is topmost on the management's agenda...
All the best in your search...
Regards,
Amyt
From India, Bangalore
Employee engagement has today become one of those Buzzwords that is often quoted by the industry.
If you really sit down to think, you will find that all companies strive to do this but may have different names for it:
For instance, a company may have a hobby club being run in weekends, another might do team outings and excursions coupled with team building games, exercises, and maybe light hearted management lessons.
I have heard of another one that talks of paying fees for the employees Masters or other higher level education, some loan laptops on easy terms , with attrition clauses attached in various forms.
The point here is first, any organization will have to have a hard look at each one of the policies and rectify them to be non-threatening as far as possible for today's workforce. This is since, today; most of the youngsters do not even think twice to leave a job.
Once the policies are reviewed, then you will need to pick each one and communicate, communicate and over communicate it to the work force.
At the end of the day, the employee must feel from within that these are well meaning policies for the employee's benefit and his benefit is topmost on the management's agenda...
All the best in your search...
Regards,
Amyt
From India, Bangalore
Employee Engagement is certainly different from Employee Satisfaction...
From my viewpoint in addition to all the above which Amy has stated, some very important things are -
1. Role Clarity
2. Goal/Objective/KRA Setting
3. Clear Career Paths / Job Rotations / Experential Learning
4. Knowledge Sharing and Management
5. Performance Management and NOT Appraisal System
6. Coaching and Mentoring for self dev
Are some more things to look into
Cheers
K
From India, Madras
2From my viewpoint in addition to all the above which Amy has stated, some very important things are -
1. Role Clarity
2. Goal/Objective/KRA Setting
3. Clear Career Paths / Job Rotations / Experential Learning
4. Knowledge Sharing and Management
5. Performance Management and NOT Appraisal System
6. Coaching and Mentoring for self dev
Are some more things to look into
Cheers
K
From India, Madras
Dear Shalini
Some presentations on Emp Engagement thru Gallup Q12. You would find them useful. Included is a word file sourced from the Web - Great Places to Work.
Regards
From India, Kochi
Some presentations on Emp Engagement thru Gallup Q12. You would find them useful. Included is a word file sourced from the Web - Great Places to Work.
Regards
From India, Kochi
Hi Shalini i m making my project on this topic.... i will send you the projct .. going to complete..... regs bunty surywanshi gurgaon.
From India, Delhi
From India, Delhi
Hi Stency Its so good presenation and i got lots of idea after seeing this...PPT and the presenatation. Rgrds Vinay 9866254387
From India, Hyderabad
From India, Hyderabad
shalini,
Based on COPC, there are several aspects to coaching/ mentoring:
A team member willl be promotes ad a process trainer before being eligible for team leader.
team leader should make least 1 hour training module for his team every week.
updates to team should be delivered at fixed times not as per convenience.
trainers should spend time on the floor handling live transactions during lean periods.
new team members should spend time on a process in a controlled climate where quality is more important than productivity. for eg take a sales process, have a small batch running where new joinees hone their skills and ensure 100% compliance with what has been taught duing training stage rather than adopting shortcuts to productivity in a normal production environment.
Then they can be shifted to the same process in a regular production encironment.
The best mentoring processes are to be found in Australia, Indian cos have still not been able to implement their rigors in mentoring...
On the job training is a crucial component:
sitting side by side with a regular is not classified as OJT
a new joinee is not allowed to handle regular transactions as a part of training..
training should be as exhaustive as the ones implied for apprentices in germany of cab drivers in london. A trainee london cabbie has to spend spends 3 years on a bicycle riding each and every lane before being eligible as a full fledged cabbie.
there is too much, cant write endless pages so let me know if you need further help,
surya
From India, Delhi
Based on COPC, there are several aspects to coaching/ mentoring:
A team member willl be promotes ad a process trainer before being eligible for team leader.
team leader should make least 1 hour training module for his team every week.
updates to team should be delivered at fixed times not as per convenience.
trainers should spend time on the floor handling live transactions during lean periods.
new team members should spend time on a process in a controlled climate where quality is more important than productivity. for eg take a sales process, have a small batch running where new joinees hone their skills and ensure 100% compliance with what has been taught duing training stage rather than adopting shortcuts to productivity in a normal production environment.
Then they can be shifted to the same process in a regular production encironment.
The best mentoring processes are to be found in Australia, Indian cos have still not been able to implement their rigors in mentoring...
On the job training is a crucial component:
sitting side by side with a regular is not classified as OJT
a new joinee is not allowed to handle regular transactions as a part of training..
training should be as exhaustive as the ones implied for apprentices in germany of cab drivers in london. A trainee london cabbie has to spend spends 3 years on a bicycle riding each and every lane before being eligible as a full fledged cabbie.
there is too much, cant write endless pages so let me know if you need further help,
surya
From India, Delhi
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Employee-engage ment.prn_190.pd f
Employee Engagement Study.doc
Employee engagement.ppt