Employee Engagement

OBJECTIVE OF EMPLOYEE
ENGAGEMENT
To Develop team work and
harmony among employees with
increase in productivity.
Understanding Need of Employee
Engagement
Growth.
Stable Employment.
Positive Environment.
Team Work and Belongingness.

Focused on company point of view now.

continue
Employee needs for engagement Classified in
four different categories.
 Importance
Employee engagement affects just about every
important aspect of organization, including
profitability, revenue, customer experience, employee
turnover, and more.
Employees who feel connected to their organization
work harder, stay longer, and motivate others to do the
same.
Employee engagement is appealing to HR because of
its immediate benefits in employee retention,
recruitment, job satisfaction, and happiness. But the
benefits of employee engagement span much further
than HR.
 Benefit's

•Employees who are highly engaged are enthusiastic about there day to day jobs.

•They care about the work they do.

• Promote values of the organization.

•Contribute more towards company culture.

 Show more personal initiative.

 Are more likely to learn actively new skills.

 Engaged employees will better take care of customers.

 They are more satisfied with their work

 They are more committed to the organization.

 Reports higher level of health and wellbeing.

 Top 25 engaged employees
are

41% less
likely to be 24% less
absent. likely to quit.

Involvement
increase by
70%.
Model we Introduce to follow
Methods
 Place employees in the right role.
 Provide quality training from Day 1.
 Discuss goals with your employees.
 Task employees with responsibility by delegating effectively.
 Be transparent when discussing employee engagement.
 Allow remote and flexible working arrangements.
 Provide a nice working environment.
 Promote wellness initiatives to increase engagement.
 Encourage your employees to take breaks.
 Ensure you check in with employees often.
 Be open to asking and receiving feedback (also ask about your new employee
engagement initiatives!).
 Encourage employees to get social to increase engagement.
 Increase employee engagement by providing recognition.
Budget
0.1% to 0.2% of annual payroll budget of the group.
Initially suggestion for first year 75 k to 1 Lac.

Details of expenses will be mentioned in annexure B.

 Activities
1. Team building activities.

2. Positive culture development activities.

3. Productivity increasing activities.

Details of games played and activities arranged are in

annexure A.
Measurement
 Developing a measurement
strategy
 No matter which type of survey
you use to measure employee
engagement, you must keep
your end goal in mind.
 Action plans help in
 Identify and discuss key
engagement drivers
 Commit to changes that will
have the most impact
 Hold everyone accountable for
the results of your employee
engagement strategies.

1. Measure across the organization.
 Use a company-wide engagement survey to establish a
baseline. This will give you a 30,000-foot view of strengths
and opportunities. You’ll have a benchmark for groups and
teams within your organization, as well as future
engagement surveys.
 2. Measure across groups and teams.
 Once you have organizational data, you can slice and dice
it to understand nuances in engagement across teams,
groups, and demographics. Identify areas where you need
to dig deeper and deploy tactics to help you get that
information like employee focus groups and pulse surveys.
 3. Measure among individuals.
 Surveys shouldn’t be the only tool in your toolbox for
measuring employee engagement. Use one-on-one
meetings, feedback, recognition and more to understand
engagement at the individual level. Your
managers play a critical role in this effort.
 In addition to measuring across groups and demographics,
you'll also want to measure employee engagement across
key stages of the employee lifecycle.
Survey
 Employee engagement surveys
 A comprehensive employee engagement survey helps leaders understand engagement at the organizational level.
These surveys should include questions that are scientifically proven to measure employee engagement.

 2. Pulse surveys
 Pulse surveys are designed to help organizations gather real-time feedback on any topic at any time. This is
especially important during times of transition—such as acquisitions and mergers, mission or focus changes, and
executive or management changes.


 3. Employee lifecycle surveys
 Employee lifecycle surveys allow you to collect feedback from employees during key moments in their
tenure at your organization. Examples include:
 New Hire Survey: What do new hires think of your onboarding process? What was their perception at the 30-,
60-, and 180-day marks? What’s their outlook on the future? With the right questions, you can gain the insight that
helps you engage new hires now and in the future.
 Stay Survey: Why are employees still working at your company? What could drive them to leave? What can be
done to prevent it? Questions like these help prevent unwanted talent loss by keeping tenured employees engaged.
 Exit Survey: Why did an employee leave your organization? How did the turnover impact remaining employees?
What can you do to prevent others from leaving? The insight you'll gain from exit surveys will help you be more
strategic in your engagement initiatives.

 Results
 Higher customer loyalty.
 Higher productivity.
 Less employee turnover.
 Less in absenteeism.
THANK YOU !!