This is t enable me come up with some interesting not expensive activities to keep employees boasted to do their job productively each day.
From Nigeria, Lagos
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1From Nigeria, Lagos
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Dear Timeyin,
I assume you are a new member of our CiteHR family! A warm welcome. I would like to suggest that you utilize the column or the space provided at the top left-hand corner "Type a Query" [FIND INFO] near the Cite HR - REAL WORLD INSIGHTS on this page to facilitate your search. This site has been excellently designed for easy user access, and you will find what you are looking for.
Here is a link that I believe will be useful for you. Feel free to try it the next time you have an instant query. If you do not find what you are looking for, you are welcome to ask your questions.
CiteHR Attribution: https://www.citehr.com/38525-employe...ctivities.html
From India, Visakhapatnam
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I assume you are a new member of our CiteHR family! A warm welcome. I would like to suggest that you utilize the column or the space provided at the top left-hand corner "Type a Query" [FIND INFO] near the Cite HR - REAL WORLD INSIGHTS on this page to facilitate your search. This site has been excellently designed for easy user access, and you will find what you are looking for.
Here is a link that I believe will be useful for you. Feel free to try it the next time you have an instant query. If you do not find what you are looking for, you are welcome to ask your questions.
CiteHR Attribution: https://www.citehr.com/38525-employe...ctivities.html
From India, Visakhapatnam
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Hello,
I would have preferred to know about your situation:
1) nature of industry,
2) number of employees,
3) average age of your employees,
4) average period of service (employment),
5) average education/skills sets of your employees,
6) nature of technology/products/markets, and
7) general structure of emoluments being paid presently.
No, I am more interested in the structure and facilities, etc.
Based on answers to the above questions, we need to decide whether "training" or "welfare activities" would be more advantageous. Perhaps we need to develop a strategy for employee engagement ahead of other approaches.
The more related information you provide, the better the quality of help, assistance, and recommendations you will receive from this message board.
Please do not feel bad for my having raised so many questions, but I want to genuinely help you as your question is important!
Regards,
Samvedan
December 5, 2012
From India, Pune
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I would have preferred to know about your situation:
1) nature of industry,
2) number of employees,
3) average age of your employees,
4) average period of service (employment),
5) average education/skills sets of your employees,
6) nature of technology/products/markets, and
7) general structure of emoluments being paid presently.
No, I am more interested in the structure and facilities, etc.
Based on answers to the above questions, we need to decide whether "training" or "welfare activities" would be more advantageous. Perhaps we need to develop a strategy for employee engagement ahead of other approaches.
The more related information you provide, the better the quality of help, assistance, and recommendations you will receive from this message board.
Please do not feel bad for my having raised so many questions, but I want to genuinely help you as your question is important!
Regards,
Samvedan
December 5, 2012
From India, Pune
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I appreciate your prompt response.
Samvedan, here is the information you asked for:
1. My company is an HMO (Health Maintenance Organization), and we are into health insurance.
2. The staff strength is about 150 people.
3. The staff age range is between 20 and 50 years.
4. Employees have been with the company for a period ranging from three months to seven years.
5. We have employees with educational qualifications ranging from high school diplomas to PhDs.
6. We offer different health insurance plans catering to organizations, families, and individuals.
7. The organizational structure is as follows: BOD - MD - ED Tech, EDMS - HR - Admin - Operations.
From Nigeria, Lagos
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Samvedan, here is the information you asked for:
1. My company is an HMO (Health Maintenance Organization), and we are into health insurance.
2. The staff strength is about 150 people.
3. The staff age range is between 20 and 50 years.
4. Employees have been with the company for a period ranging from three months to seven years.
5. We have employees with educational qualifications ranging from high school diplomas to PhDs.
6. We offer different health insurance plans catering to organizations, families, and individuals.
7. The organizational structure is as follows: BOD - MD - ED Tech, EDMS - HR - Admin - Operations.
From Nigeria, Lagos
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Timeyin,
You want interesting and not too expensive activities to motivate employees? Great question.
Each human being has the same five basic needs: to be heard, to be respected, and to have competence, autonomy, and relatedness. The last three are what motivate us according to the Self-Determination Theory of Edward Deci and Richard Ryan.
In my experience as an executive and manager, the extent to which I met those needs dictated the level of performance of my people. As a command and control manager, they did not perform really well. After I shifted to the opposite approach of listening to them and responding to their concerns to their satisfaction or better, their performance rose hugely eventually achieving the 500% performance gain Stephen Covey told us was possible.
So get all the managers to listen to their people and respond to what they hear to the satisfaction of the people or better. Employees will love it and begin to excel beyond your wildest dreams. There are many reasons why this method is so effective and others are not. Besides, any executive or manager can be coached to become highly proficient at these skills.
Best regards, Ben Simonton
Leadership is a science, and so is engagement
From United States, Tampa
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You want interesting and not too expensive activities to motivate employees? Great question.
Each human being has the same five basic needs: to be heard, to be respected, and to have competence, autonomy, and relatedness. The last three are what motivate us according to the Self-Determination Theory of Edward Deci and Richard Ryan.
In my experience as an executive and manager, the extent to which I met those needs dictated the level of performance of my people. As a command and control manager, they did not perform really well. After I shifted to the opposite approach of listening to them and responding to their concerns to their satisfaction or better, their performance rose hugely eventually achieving the 500% performance gain Stephen Covey told us was possible.
So get all the managers to listen to their people and respond to what they hear to the satisfaction of the people or better. Employees will love it and begin to excel beyond your wildest dreams. There are many reasons why this method is so effective and others are not. Besides, any executive or manager can be coached to become highly proficient at these skills.
Best regards, Ben Simonton
Leadership is a science, and so is engagement
From United States, Tampa
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Hello,
Excellent, and thank you!
It is clear that you are working with mostly white-collared employees. This means that education and culture are largely homogeneous! I suppose you do have a system of appraisals based on job profiles, if not on KRAs and KPAs.
Does your company work on short-term goals and long-term goals and break these down to individuals as targets for each year? What are the present-day incentives for boosting performance/individual productivity? Is the achievement of organizational goals dependent upon "teamwork" primarily, or is it that a lot of people individually sell insurance and bring in business? I understand, teamwork is essential for any organization. Your answers will add value to what we plan to do to improve collective performance! Until then, kindly consider:
1) Improve communication within various levels of the hierarchy.
2) Engage employees through sharing company information-progress, setbacks, problems, and opportunities.
3) Arrange "outbound training" programs to create close-knit teams/groups.
4) Install a system of monthly "presentations" of individual performance and decide "Star Performer" of the month. Recognize and reward!
5) Conduct "brainstorming" sessions with senior management members to facilitate the development of "organizational perspectives."
Your response to this thread will lead to more suggestions. Kindly note that so far I have not suggested any non-work-related programs at all!
I await your response.
If you have tried any of these or similar initiatives, please share your experience as well!
Regards,
Samvedan
December 5, 2012
From India, Pune
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Excellent, and thank you!
It is clear that you are working with mostly white-collared employees. This means that education and culture are largely homogeneous! I suppose you do have a system of appraisals based on job profiles, if not on KRAs and KPAs.
Does your company work on short-term goals and long-term goals and break these down to individuals as targets for each year? What are the present-day incentives for boosting performance/individual productivity? Is the achievement of organizational goals dependent upon "teamwork" primarily, or is it that a lot of people individually sell insurance and bring in business? I understand, teamwork is essential for any organization. Your answers will add value to what we plan to do to improve collective performance! Until then, kindly consider:
1) Improve communication within various levels of the hierarchy.
2) Engage employees through sharing company information-progress, setbacks, problems, and opportunities.
3) Arrange "outbound training" programs to create close-knit teams/groups.
4) Install a system of monthly "presentations" of individual performance and decide "Star Performer" of the month. Recognize and reward!
5) Conduct "brainstorming" sessions with senior management members to facilitate the development of "organizational perspectives."
Your response to this thread will lead to more suggestions. Kindly note that so far I have not suggested any non-work-related programs at all!
I await your response.
If you have tried any of these or similar initiatives, please share your experience as well!
Regards,
Samvedan
December 5, 2012
From India, Pune
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Include KAIZEN and Quality Circle, and award the best kaizener. Give adequate training sessions, which are really helpful in developing the individual. Install Employee engagement activities and gyms/indoor/outdoor games. Arrange for an employee health checkup and eye checkup, as well as a music system in the canteen. Provide medical/health insurance cards and cashless cards as per your management's approval and policy. Consider changes in the canteen menu if possible, and arrange to give umbrellas, woolen coats, raincoats, and fur towels to the employees based on the budget.
Vanathi HR - Associate
From India, Chennai
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Vanathi HR - Associate
From India, Chennai
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