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Innovative Practices for

Employee Engagement

From:
Group 6(Section E)
Akansha Singh
Divyanshu Jain
Nachiketa Panda
Saumya Saurav Brahma
Soumyashree Kar
Abhishek Agarwal

Employee
Engagement

Significant
Factors

Basic
Principles

EE Ideas

Innovative
EE programs

Problems &
Solutions

Future
Trends

Employee Engagement is a part of talent management used by


companies to attract, retain and develop a talented workforce to
improve business results.
It is basically described as:

the relationship between employer and individual or groups of employees as


the rational + emotional state of commitment
in terms of belief (mind), behaviour (heart) and effort (hands)
differentiating people by their impact and contribution to a company's results.

In simplified version, employee engagement is a combination of jobsatisfaction + happy relationship with employer

Employee
Engagement

Significant
Factors

Basic
Principles

EE Ideas

Innovative
EE programs

Problems &
Solutions

Future
Trends

Employee
Engagement

Significant
Factors

Basic
Principles

EE Ideas

Factors significant
for EE

Innovative
EE programs

Problems &
Solutions

Future
Trends

Employee
Engagement

Significant
Factors

Basic
Principles

EE Ideas

Basic Principles
for EE

Innovative
EE programs

Show respect: Nothing works better than transparency to prune any


malicious grapevine and show respect.

Promote acceptance: To be most effective at their jobs, employees need


to feel accepted by their peers.

Value their contributions: Implementing changes by taking employees


suggestions and opinions, and giving them real recognition in company.

Instill confidence: Make sure your employees have or can acquire all of
the skills to perform the job they are expected to do by offering them
training on a regular basis. Once they know they can handle their
workload, they finally will feel confident enough to act empowered.

Show that you care: Show care about your employees as people, as living
breathing human beings.

Problems &
Solutions

Future
Trends

Employee
Engagement

Significant
Factors

Basic
Principles

EE Ideas

Innovative
EE programs

Problems &
Solutions

Future
Trends

Employee
Engagement

Significant
Factors

Basic
Principles

EE Ideas

Innovative
EE programs

uild Engaging Leadership


The diagram below outlines the critical
experiences, guiding beliefs, and displayed
behaviors that interact
to create an engaging leader.
Every organization has engaging leaders
but not all have engaging leadership.
Engaging leadership happens when there is a
critical mass of leaders who make
engagement an expected way of life through
their words and actions.
These engaging leaders consistently step up
and own solutions when others will not
or cannot, they energize others around
future possibilities, they connect with others
to stabilize during transformation, they serve
and grow their followers, and they stay
grounded through authenticity and humility.
Sam Allen, CEO of Deere & Co., states
that the most engaging leaders at Deere
have humble confidence.

Guiding
Beliefs
My Purpose
Effective
Leadership
Importance
of
Relationships

Problems &
Solutions

Future
Trends

Displayed
Behavior
Step Up
Energize
Connect and
Stabilize
Serve and Grow
Stay Grounded

The Engaging
Leader
Critical
Experienc
es
Stretch
Learn
Build
SelfConfidence

Employee
Engagement

Significant
Factors

Basic
Principles

EE Ideas

Innovative
EE programs

Problems &
Solutions

Future
Trends

uild Engaging Leadership


Aon Hewitt research conducted on a random sample of leaders reveals the top personality traits
of engaging leaders. Personality assessments can be used to select leaders with the attributes
and beliefs that predispose them to be engaging of others.

Positivity is the most important personality attribute,


predicting all five of the engaging leader behaviors.
Drive and liveliness also play a big role in predicting
leadership success. Most engaging leaders are able to
lead organizations through change.
Other personality traits like sensitivity (social and cultural
awareness) and composure become critical predictors of
success in this area.

Employee
Engagement

Significant
Factors

Basic
Principles

EE Ideas

Innovative
EE programs

Problems &
Solutions

Future
Trends

GDP and
Engagement
Correlation (r = 0.65 if Turkey is excluded)
between GDP growth and engagement level
increases a year later. Perhaps this
represents the motivating effect of tailwinds
and freed up human capital investments.
Examining the pattern of high-growth
markets in Asia Pacific (blue) and Latin
America (grey), we see the opposite pattern.
There is a distinctly negative correlation
between GDP growth and engagement
change in these high-growth markets (r =
-0.61 and -0.50, respectively).
As GDP growth moves higher and higher,
engagement falls. This suggests that as
growth and market opportunity exceed a
companys ability to enable employees and
deliver on customer expectations, pressure
on the employees increases and engagement
falls. Excessive tailwinds can become
barriers as companies and employees
struggle to keep up.

Employee
Engagement

Significant
Factors

Basic
Principles

EE Ideas

Innovative
EE programs

Virgin Group Employee Engagement


Passion for your work
Program
Its our people who drive our success, so we
strive to maintain a healthy and
happy culture, and create environments in which
everyone can flourish.
-Richard Branson, Founder
Recognition
As Richard Branson describes, We give our
people real autonomy, and celebrate their
achievements by identifying star contributors
and highlighting brand ambassadors.
Listening to feedback
Research on employee engagement shows
that one of the main reasons for
disengagement is not being listened to or
feeling that opinions dont count. Richard
Branson is renowned for talking to employees
and customers - and listening to what they
say.

Problems &
Solutions

Future
Trends

Passion is key to employee engagement.


And business leaders need to be passionate
about what they do - something that Richard
Branson has in buckets - with the benefits to the
business being clear to see.
A different priority list
"If the person who works at your company is
not appreciated, they are not going to do things
with a smile" he says. And, in a business world
where the interests of shareholders so often tops
the corporate priority list, Virgin continues to grow
by doing things in a different order, putting
employees first, customers second, and
shareholders third - because they see the ROI on
engaged employees

Employee
Engagement

Significant
Factors

Basic
Principles

EE Ideas

Innovative
EE programs

Problems &
Solutions

Google Employee Engagement


Program
Google balances out its plentiful perks
with a culture of transparency, trust, and
inclusion. They do this in the following
ways:
Transparency: Sharing is big at Google. Google founders
host a weekly meeting to review news and product launches.
A few weeks into every quarter, the Executive Chairman
presents to Googlers most of the exact materials presented
to their Board of Directors at their last meeting.
Trust: Google solicits feedback and uses it on everything
from how employees prefer to be compensated to the design
of their new company bicycles.
Inclusion: At the end of every year, Google conducts formal
employee surveys. The employees also get to see everyone
elses feedback, though privacy is protected. Every Friday,
company leaders conduct employee forums to respond to
their top 20 most-asked questions.

Future
Trends

Employee
Engagement

Significant
Factors

Basic
Principles

EE Ideas

Innovative
EE programs

Problems &
Solutions

Future
Trends

Zappos Employee
Engagement Program
Zappos Zollars: The currency of Zappos
Zapprentice Program: Zappos
employees is awarded to those who are
recognized when a co-worker or manager feels
that theyve gone above and beyond. Zollars
can be spent on Zappos branded goodies, can
be donated to a charitable foundation, or be
entered in a raffle for bigger prizes.
Shadow Sessions: Zappos employees are
allowed to shadow other employees in
different departments for a few hours. This
helps employees to understand the ins and
outs of other departments and the company
while also building relationships across the
company.

encourages growth and learning through


their apprenticeship program. This lets
employees check out a new career path to
see if theyre a good fit for the role.
Employees can apply to become a
zapprentice in any area, including one
which they may not have any prior
knowledge/skill. When an employee is
selected, they have a 90-day tenure in the
role. After the 90 days, a mutual decision is
made to see if the person is right for the
position or not. If not, they are able to return
to their previous role at Zappos.

Employee
Engagement

Significant
Factors

Basic
Principles

EE Ideas

Innovative
EE programs

Problems &
Solutions

Problems
Only 13% of employees around the world are actively engaged at
work, and more than twice that number are completely disengaged,
toxic, and at risk of spreading negativity to others.
Some companies are going through
transition and the leadership and
management hasn't re-engaged people.
In others the workload is too high and
the performance management process
is flawed.
Others have a lack of investment in
development and talent mobility,
making it difficult for high performers to
advance.
Some have a non-inclusive culture
(perhaps as a result of history) and
cannot attract and retain today's more
diverse workforce.

Future
Trends

Employee
Engagement

Significant
Factors

Basic
Principles

EE Ideas

Innovative
EE programs

Solutions
Collect Frequent Feedback
Collecting frequent feedback, and acting on
that feedback, is one of the easiest ways to
show employees that you care about them and
value their opinion.
Offer Development
Professional growth and personal development
is by far the biggest driver of engagement.
Have Meaningful Perks
The key word is meaningful. It has nothing to
do with free beer and casual Fridays. The perks
that matter are again all about showing
employees that you respect them.
Unlimited vacations
Flex time
Work from home
Paid Maternal/Paternal leave

Problems &
Solutions

Future
Trends

Key differentiating factor


More holistic, integrated,
and real-time approach to
measuring and driving
high levels of employee
commitment and passion

Employee
Engagement

Significant
Factors

Basic
Principles

EE Ideas

Innovative
EE programs

Solutions
Be Transparent
Communicate Your Vision
Get employees to believe in what
you do and why you do it. Dont
just have them show up for work to
collect their pay check. Make them
understand the bigger value that
theyre bringing to the world.
Set Goals to Align the Team
You want to set clear goals so that
everyone understands their roles
and theres no ambiguity.

Problems &
Solutions

Future
Trends

Employee
Engagement

Significant
Factors

Basic
Principles

EE Ideas

Innovative
EE programs

Conclusion and Future


Trends
Engagement will go up:
With the passage of time and more and more
companies coming up with innovative employee
engagement programs , employee engagement is one
of the most important factors in the retention of
employee and will only go up from here.
Engagement tailored to Gen Y needs:
Generation Y is now the majority. Businesses seeking
to engage employees in their work will now have to
tailor their approaches to this group. Research
suggests that they are driven by open communication,
a great company culture, involvement with causes,
and achieving purpose and fulfilment.
More compassionate leadership:
People dont quit their jobs, they quit their bosses. It
turns out that the opposite is true too. An inspiring
manager creates more engaged teams.

Problems &
Solutions

Future
Trends

Employee
Engagement

Significant
Factors

Basic
Principles

EE Ideas

Innovative
EE programs

More employee feedback more often:


Engagement went up dramatically when employees
received feedback about their weaknesses, and even
more so when they received feedback about strengths.An
open and honest conversation still works like a magic in
most work environments
Work/Life Balance will become Work/Life Blend:
Flexibility in work timing will become an integral part and
there will be no more stipulated hours wherein the
employee will have to work. The focus will be rather more
on getting the work done ,than where it is being done.
People analytics will grow
In the coming years businesses will rely on hard data to
pre-empt disaster by determining when engagement will
suffer or when people are considering leaving.

Problems &
Solutions

Future
Trends

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