Dear Colleagues,
Please give me some suggestions for Employee Engagement activities for a manufacturing industry that can be conducted on a PAN India basis. We don't want employees to think in a negative way that their HR is conducting activities only at the corporate office. We have regional offices all across India and also manufacturing units. So, I want you guys to suggest activities that can be conducted at all our India offices.
Awaiting your positive responses.
Cheers!
From India, Ahmadabad
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5Please give me some suggestions for Employee Engagement activities for a manufacturing industry that can be conducted on a PAN India basis. We don't want employees to think in a negative way that their HR is conducting activities only at the corporate office. We have regional offices all across India and also manufacturing units. So, I want you guys to suggest activities that can be conducted at all our India offices.
Awaiting your positive responses.
Cheers!
From India, Ahmadabad
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Which product are you manufacturing? The training has a number of determinants, not only the location, size of the organization, and number of employees. Activities are carried out based on several parameters. It is a lengthy process and requires a lot of in-house preparation. Has it been done at some level (at least at your level)?
This forum or members can suggest or recommend only when they are close to realities/situation. Otherwise, it is a mere waste of time for all.
Best of luck.
V. Rangarajan.
From India, Pune
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This forum or members can suggest or recommend only when they are close to realities/situation. Otherwise, it is a mere waste of time for all.
Best of luck.
V. Rangarajan.
From India, Pune
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Engagement is not something HR can do. HR can only train managers in the actions required to convince employees to become engaged. Engagement is a feeling, a willingness to apply 100% of what an employee has to their work. Employees will only be willing to the extent their own needs are met. Those needs are to be heard, to be respected, and to have competence, autonomy, and purpose, those last three being what motivates us all.
The only way to meet those needs 100% is to provide employees with more than enough opportunity to voice their complaints, suggestions, and questions and to respond to those in a timely fashion to the satisfaction of the originator and any other affected person. If you meet them to 50%, you will get a bit less than 50% engagement. The difference in performance between a disengaged and a fully engaged employee is about 500%.
Best regards, Ben Simonton
Author of "Leading People to be Highly Motivated and Committed" [URL="http://www.bensimonton.com"]
From United States, Tampa
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The only way to meet those needs 100% is to provide employees with more than enough opportunity to voice their complaints, suggestions, and questions and to respond to those in a timely fashion to the satisfaction of the originator and any other affected person. If you meet them to 50%, you will get a bit less than 50% engagement. The difference in performance between a disengaged and a fully engaged employee is about 500%.
Best regards, Ben Simonton
Author of "Leading People to be Highly Motivated and Committed" [URL="http://www.bensimonton.com"]
From United States, Tampa
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