Hi all,
What is your understanding of employee engagement activities.
B'day Celebration, Games, Party, bla bla bla. Is it really employee engagement activities or Time pass.
Sorry for being rude, but really want to know your thoughts on it.
regards
PD
From India, Pune
5What is your understanding of employee engagement activities.
B'day Celebration, Games, Party, bla bla bla. Is it really employee engagement activities or Time pass.
Sorry for being rude, but really want to know your thoughts on it.
regards
PD
From India, Pune
Dear Prakash,
I think the activities you have mentioned are sub-parts to the main agenda of Employee Engagement.
I think below are a few points to employee engagement:-
1. Getting the Healthcare and Wellness Program in Order
2. Emphasising Work-Life Balance
3. Promoting perks that boost mental and physical wellbeing
4. Opening consistent lines of communication
5. Make sure new hires get to know the whole team
6. Giving your employees more responsibility, not just more tasks to do
7. Creating a roadmap to achieve professional goals
Celebrating Birthdays, or going on to a picnic, Office or Departmental Parties are an outcome to celebrate an event or loosen up the environment in the office. They directly are not Employee Engagement.
From India, Mumbai
I think the activities you have mentioned are sub-parts to the main agenda of Employee Engagement.
I think below are a few points to employee engagement:-
1. Getting the Healthcare and Wellness Program in Order
2. Emphasising Work-Life Balance
3. Promoting perks that boost mental and physical wellbeing
4. Opening consistent lines of communication
5. Make sure new hires get to know the whole team
6. Giving your employees more responsibility, not just more tasks to do
7. Creating a roadmap to achieve professional goals
Celebrating Birthdays, or going on to a picnic, Office or Departmental Parties are an outcome to celebrate an event or loosen up the environment in the office. They directly are not Employee Engagement.
From India, Mumbai
Dear Prakash,
The list of activities that you have given is superficial engagement activities. Ashutosh has gone a little further. However, this is also not a complete engagement. Real engagement happens when an employee is mentally engaged with the company. I have seen a good number of IT companies wherein these companies do everything but their employees continue to remain disconnected from their managers or organisation. Notwithstanding reasonable spending on employee engagement activities, the attrition rate does not come down in these companies.
Engagement starts when employees understand the philosophy, vision and mission of the company. Employees are able to define the culture of their company and if more than a dozen employees are told to write about culture, their replies are uniform. Unfortunately in many companies business leaders, themselves are not clear about the vision or mission of their business. Then how come employees will understand it? Many business leaders just go with the flow and put plaques of vision or mission statements on the walls of the front office. They do it because everybody does it.
I recommend you go through the following book on Employee Engagement. It is one of the best books that I have ever read on this subject. The details are as below:
The Essential Guide to Employee Engagement
By Sarah Cook
Published by Kogan Page
All the best!
Dinesh Divekar
+91-9900155394
From India, Bangalore
The list of activities that you have given is superficial engagement activities. Ashutosh has gone a little further. However, this is also not a complete engagement. Real engagement happens when an employee is mentally engaged with the company. I have seen a good number of IT companies wherein these companies do everything but their employees continue to remain disconnected from their managers or organisation. Notwithstanding reasonable spending on employee engagement activities, the attrition rate does not come down in these companies.
Engagement starts when employees understand the philosophy, vision and mission of the company. Employees are able to define the culture of their company and if more than a dozen employees are told to write about culture, their replies are uniform. Unfortunately in many companies business leaders, themselves are not clear about the vision or mission of their business. Then how come employees will understand it? Many business leaders just go with the flow and put plaques of vision or mission statements on the walls of the front office. They do it because everybody does it.
I recommend you go through the following book on Employee Engagement. It is one of the best books that I have ever read on this subject. The details are as below:
The Essential Guide to Employee Engagement
By Sarah Cook
Published by Kogan Page
All the best!
Dinesh Divekar
+91-9900155394
From India, Bangalore
PRAKASH BEFORE I VENTURE TO ANSWER YOU , PLEASE ADVICE ME AS TO WHETHER YOU ARE AN EMPLOYEE OR AN ENTREPRENEUR blessings dr ram
From India, Indore
From India, Indore
Appreciate your view Mr. Dinesh, I have one Simple question How many companies actually do in this in reality. regards PD
From India, Pune
From India, Pune
Dear Prakash,
If you look around then you will find that a huge gap exists in management theory and practice. It is not just restricted to Employee Engagement activities as such.
Go to the shop floor of an average manufacturing company. How many companies use techniques of Operations Research (OR) in their day-to-day life? Hardly any. Recently, I conducted a training programme on "Time and Task Management". Few participants were from a very prominent automotive company. This Indian automotive company is into the market for the last 50-60 years. However, one of the participants from this company told that there is huge scope to measure the cycle time of a large number of processes. Now tell me how come nobody thought in the last 50-60 years that we should measure the cycle time of every single process? Unless we measure, how can we think of reducing the cycle time and taking care of time management?
Lastly about your views on the subject. What Mr Nathrao has written is correct. You had been a little negative in your first post. You could have been evaluative instead.
Gentlemen, between theory and practice, a gap exists in our personal life as well. So many things we are supposed to do but we do not do them. As an individual, who would be held responsible for this?
Thanks,
Dinesh Divekar
Appreciate your view Mr. Dinesh, I have one Simple question How many companies actually do in this in reality.
regards
PD
From India, Bangalore
If you look around then you will find that a huge gap exists in management theory and practice. It is not just restricted to Employee Engagement activities as such.
Go to the shop floor of an average manufacturing company. How many companies use techniques of Operations Research (OR) in their day-to-day life? Hardly any. Recently, I conducted a training programme on "Time and Task Management". Few participants were from a very prominent automotive company. This Indian automotive company is into the market for the last 50-60 years. However, one of the participants from this company told that there is huge scope to measure the cycle time of a large number of processes. Now tell me how come nobody thought in the last 50-60 years that we should measure the cycle time of every single process? Unless we measure, how can we think of reducing the cycle time and taking care of time management?
Lastly about your views on the subject. What Mr Nathrao has written is correct. You had been a little negative in your first post. You could have been evaluative instead.
Gentlemen, between theory and practice, a gap exists in our personal life as well. So many things we are supposed to do but we do not do them. As an individual, who would be held responsible for this?
Thanks,
Dinesh Divekar
Appreciate your view Mr. Dinesh, I have one Simple question How many companies actually do in this in reality.
regards
PD
From India, Bangalore
Hello PD,
Without going into the details....which have been ably covered by Ashutosh Thakre, Dinesh Divekar & Nathrao......just note that Employee Engagement is a CONTINUOUS process & NOT a collection of one-time affairs/activities of the likes you mentioned. And this also covers the whole gamut of the interaction between the Organization & employees as well as between the employees themselves.
And I do hope you don't misinterprete 'continuous process' as 'continuously partying'.
IF you had some specific situation in mind, suggest give THOSE details to enable the members to give suitable & focused suggestions. Else, such topics can be discussed on & on without any substantive effect on the ground.
Rgds,
TS
From India, Hyderabad
Without going into the details....which have been ably covered by Ashutosh Thakre, Dinesh Divekar & Nathrao......just note that Employee Engagement is a CONTINUOUS process & NOT a collection of one-time affairs/activities of the likes you mentioned. And this also covers the whole gamut of the interaction between the Organization & employees as well as between the employees themselves.
And I do hope you don't misinterprete 'continuous process' as 'continuously partying'.
IF you had some specific situation in mind, suggest give THOSE details to enable the members to give suitable & focused suggestions. Else, such topics can be discussed on & on without any substantive effect on the ground.
Rgds,
TS
From India, Hyderabad
Wonderful contributions from learned members above. If you ask two construction worker as to what they are doing and if one replies that he is laying bricks and mortar and the second one replies that he is building a wonderful home, then the second one is an engaged employee as his reply demonstrates a streak of passion about what he is doing. Therefore employee engagement is all about all those efforts that make the employee feel that his work matters to the organisation and he is part of the larger picture.If you feel that by celebrating birth days, you can engage an employee, it is oversimplifying your understanding about employee engagement and again if you feel that these functions are only a 'time-pass', then you are too cynical, as Nathrao said, to dismiss their collateral value to total employee engagement.An employee not only need s to be engaged about his work but also needs to be socially engaged to generate feelings of bonding and belonging as a social unit which translates itself into team spirit to engage employees as team in the actual work . As Asutosh said, they are sub plots of the main engagement script.
Now the reasons for many to feel cynical, some times justifiably,about employee engagement, as read in an article, is because of the gap in the engagement. If you ask the senior executives about employee engagement, they say they believe in employee engagement and they have wonderful culture and their employees are doing great and when you ask the employees, most of them reply that their culture is dysfunctional and they are disconnected with goals. So the gap is between the belief and behavior of the top executives.They feel employee engagement is for employees and they need not be engaged in them. This gap needs to be closed for engagement activities to bear fruit.
B.Saikumar
HR & Labour Law consultant
From India, Mumbai
Now the reasons for many to feel cynical, some times justifiably,about employee engagement, as read in an article, is because of the gap in the engagement. If you ask the senior executives about employee engagement, they say they believe in employee engagement and they have wonderful culture and their employees are doing great and when you ask the employees, most of them reply that their culture is dysfunctional and they are disconnected with goals. So the gap is between the belief and behavior of the top executives.They feel employee engagement is for employees and they need not be engaged in them. This gap needs to be closed for engagement activities to bear fruit.
B.Saikumar
HR & Labour Law consultant
From India, Mumbai
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