Dear All,
Recently, I have been appointed as a member of Employee Engagement in my organization. I request you to give your inputs on what I can begin with and include as part of Employee Engagement Programs.
One member in my organization is already taking care of festival celebrations. Therefore, I would like to know the other things that I can initiate for employee engagement. Please give your inputs. I would be highly obliged.
Regards,
Aashnaa GB
From India, Mumbai
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6Recently, I have been appointed as a member of Employee Engagement in my organization. I request you to give your inputs on what I can begin with and include as part of Employee Engagement Programs.
One member in my organization is already taking care of festival celebrations. Therefore, I would like to know the other things that I can initiate for employee engagement. Please give your inputs. I would be highly obliged.
Regards,
Aashnaa GB
From India, Mumbai
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Hi Aashnaa, I have attached one document on Employee Engagement, please give a glance. Thanks, Senthil
From India, Madras
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From India, Madras
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Hi,
I have worked in this area. Certain activities that you can plan are:
1) Fun activities - Theme days, contests, and competitions, Birthday celebrations, sports day, etc.
2) Reward functions - Awards for performance/attendance.
3) Communication Forums - Schedule communication forums between leaders and employees such as Open House, Leaders Speak, etc.
4) Family day - Employees can invite family members to the workplace.
Besides the everyday fun element, there are tactical initiatives that revolve around pay, growth, and employee satisfaction.
Hope this helps.
Cheers,
Ruchie
From India, Pune
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I have worked in this area. Certain activities that you can plan are:
1) Fun activities - Theme days, contests, and competitions, Birthday celebrations, sports day, etc.
2) Reward functions - Awards for performance/attendance.
3) Communication Forums - Schedule communication forums between leaders and employees such as Open House, Leaders Speak, etc.
4) Family day - Employees can invite family members to the workplace.
Besides the everyday fun element, there are tactical initiatives that revolve around pay, growth, and employee satisfaction.
Hope this helps.
Cheers,
Ruchie
From India, Pune
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I am a little surprised to see the lack of innovation in the responses. Even in today's world, the advice given is more about making an attractive 'carrot' for the 'donkey' to run the cart. It's time to innovate your approach and understand that you are dealing with a real-life workforce—people who can think and understand their engagement factors rather than the approach proposed by others. After all, an entrepreneurial approach will also demonstrate that you are engaged with your job. :-) We can help you here professionally.
We have a transformational tool to enhance employee engagement.
From United States, Daphne
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We have a transformational tool to enhance employee engagement.
From United States, Daphne
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Greetings,
I agree that providing complete ownership of production is the best way to motivate employees. Entrepreneurial programs work best when the environment and behavioral inclinations are aligned. Often, employees see such an offer as instability full of unworthy challenges. No matter how big incentives you may design, the risk would always be bigger. The learning gained through the process is the real takeaway. But from my experience, it's extremely difficult to sell such a program to your employees. In case the employees already have that go-getter and entrepreneurial capabilities built-in, it's easy to make such a program work.
I wish to refer to this article from HBR, which discusses 'What it means to work here'. The moral of the story remains: the best place to work is one that acknowledges and allows the employee to do their best. What it means to work here <link updated to site home>
Regards,
(Cite Contribution)
From India, Mumbai
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I agree that providing complete ownership of production is the best way to motivate employees. Entrepreneurial programs work best when the environment and behavioral inclinations are aligned. Often, employees see such an offer as instability full of unworthy challenges. No matter how big incentives you may design, the risk would always be bigger. The learning gained through the process is the real takeaway. But from my experience, it's extremely difficult to sell such a program to your employees. In case the employees already have that go-getter and entrepreneurial capabilities built-in, it's easy to make such a program work.
I wish to refer to this article from HBR, which discusses 'What it means to work here'. The moral of the story remains: the best place to work is one that acknowledges and allows the employee to do their best. What it means to work here <link updated to site home>
Regards,
(Cite Contribution)
From India, Mumbai
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(Cite Contribution) and Aashnaa,
Let me qualify my post... Think of yourself as an enterprise... Now you have a different perspective. Owning a profit center is a different skill-set and is beyond pure entrepreneurship. It is more of a corporate position than an entrepreneurial position. It is more of a responsibility than ownership in that case. What I am talking about is a little more fundamental... It's like asking, would you like to be your boss and yet be paid for it by someone else? (No guesses for your answer!) It must be carefully implemented by using the right tools...
Reg,
Nikhil
From United States, Daphne
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Let me qualify my post... Think of yourself as an enterprise... Now you have a different perspective. Owning a profit center is a different skill-set and is beyond pure entrepreneurship. It is more of a corporate position than an entrepreneurial position. It is more of a responsibility than ownership in that case. What I am talking about is a little more fundamental... It's like asking, would you like to be your boss and yet be paid for it by someone else? (No guesses for your answer!) It must be carefully implemented by using the right tools...
Reg,
Nikhil
From United States, Daphne
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After the kind of message you have posted, why don’t you give us some really quality inputs on this....
From India, New Delhi
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From India, New Delhi
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After the kind of message you have posted, why don’t you give us some really quality inputs on this....
From India, New Delhi
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From India, New Delhi
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Agree with Meenakshi, there is merit in sharing best practces rather than throwing random nuggets of wisdom :)
From India, Pune
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From India, Pune
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Ruchie and Meenakshi,
I hear you!!! As for random nuggets of wisdom, well, if you might want a full-fledged solution, just call me. :-)
And Citehr is working on it. (Cite Contribution) has been given the reference material, and she would be posting it in a few days. I was unable to do so myself; hence, bear with the situation with patience, please.
I am getting the critics' eye here, which is good... probably :-)
From United States, Daphne
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I hear you!!! As for random nuggets of wisdom, well, if you might want a full-fledged solution, just call me. :-)
And Citehr is working on it. (Cite Contribution) has been given the reference material, and she would be posting it in a few days. I was unable to do so myself; hence, bear with the situation with patience, please.
I am getting the critics' eye here, which is good... probably :-)
From United States, Daphne
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