Dear Members,
I need to seek some help from my fellow mates. I have recently joined a manufacturing unit after having experience in the service industry for almost 6 years. I am facing an issue in understanding what employee engagement activities can be helpful for a manufacturing plant where workers are required to work in a 24 x 7 environment. Currently, I am planning to introduce some activities to increase their interest level and enthusiasm.
Kindly advise.
Regards,
Neha Barole
From India, Bhopal
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4I need to seek some help from my fellow mates. I have recently joined a manufacturing unit after having experience in the service industry for almost 6 years. I am facing an issue in understanding what employee engagement activities can be helpful for a manufacturing plant where workers are required to work in a 24 x 7 environment. Currently, I am planning to introduce some activities to increase their interest level and enthusiasm.
Kindly advise.
Regards,
Neha Barole
From India, Bhopal
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Dear Neha,
Whether in the service or manufacturing sector, employee issues are the same. Before launching employee engagement initiatives, find out what the employee attrition level is. Attrition is one of the signs of disengagement. Of course, it need not be interpreted that those who stay long in the organization are better engaged.
The second measure is to conduct an "Employee Satisfaction Survey." This is also a powerful tool that reveals important information. You can also conduct a survey of the organization's culture.
The third step is to measure the "Customer Satisfaction Index." Disengagement obviously has a fallback on customer satisfaction.
You can derive an "Employee Engagement" strategy from these ratios. Finally, your engagement activities have to show improvement in these ratios; otherwise, it may lead to barking up the wrong tree!
Thanks,
Dinesh V Divekar
From India, Bangalore
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Whether in the service or manufacturing sector, employee issues are the same. Before launching employee engagement initiatives, find out what the employee attrition level is. Attrition is one of the signs of disengagement. Of course, it need not be interpreted that those who stay long in the organization are better engaged.
The second measure is to conduct an "Employee Satisfaction Survey." This is also a powerful tool that reveals important information. You can also conduct a survey of the organization's culture.
The third step is to measure the "Customer Satisfaction Index." Disengagement obviously has a fallback on customer satisfaction.
You can derive an "Employee Engagement" strategy from these ratios. Finally, your engagement activities have to show improvement in these ratios; otherwise, it may lead to barking up the wrong tree!
Thanks,
Dinesh V Divekar
From India, Bangalore
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Hello Neha Barole,
Further to what Dinesh V Divekar suggested, first of all, please clarify/confirm your location - are you in India or China? Your location tab says you are in China, Qinhuangdao. While employee issues would, by and large, remain the same the world over, the solutions and action plans would have to be based on the cultural and geographical differences.
Regards,
TS
From India, Hyderabad
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Further to what Dinesh V Divekar suggested, first of all, please clarify/confirm your location - are you in India or China? Your location tab says you are in China, Qinhuangdao. While employee issues would, by and large, remain the same the world over, the solutions and action plans would have to be based on the cultural and geographical differences.
Regards,
TS
From India, Hyderabad
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Dear Nehakhale,
Engagement is not about activities. It is about how employees are treated by management and how well management meets their basic needs. Engagement is a choice employees make or don't make based on how they are treated every minute of every day.
If their needs are only met to a 20% level, then you can expect them to be mostly disengaged. Studies worldwide indicate that 70% of all employees are disengaged or actively disengaged, so that is meeting their needs at about the 20% level. However, meet their needs to a 100% level, and they will become highly motivated, highly committed, and fully engaged, literally loving to come to work and at least 300% more productive than if poorly engaged. I know because as an executive/manager, I have achieved both of those states and much prefer the latter :)
Employees all have the same basic needs, which I express as the needs to be heard, to be respected, and to have competence, autonomy, and relatedness. On the surface, all people appear to be quite different. But beneath the surface, there are definite patterns that make it clear that all people are actually quite the same. If you want to know more, please contact me.
Best regards,
Ben Simonton
Leadership is a science and so is engagement
From United States, Tampa
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Engagement is not about activities. It is about how employees are treated by management and how well management meets their basic needs. Engagement is a choice employees make or don't make based on how they are treated every minute of every day.
If their needs are only met to a 20% level, then you can expect them to be mostly disengaged. Studies worldwide indicate that 70% of all employees are disengaged or actively disengaged, so that is meeting their needs at about the 20% level. However, meet their needs to a 100% level, and they will become highly motivated, highly committed, and fully engaged, literally loving to come to work and at least 300% more productive than if poorly engaged. I know because as an executive/manager, I have achieved both of those states and much prefer the latter :)
Employees all have the same basic needs, which I express as the needs to be heard, to be respected, and to have competence, autonomy, and relatedness. On the surface, all people appear to be quite different. But beneath the surface, there are definite patterns that make it clear that all people are actually quite the same. If you want to know more, please contact me.
Best regards,
Ben Simonton
Leadership is a science and so is engagement
From United States, Tampa
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Mr.Ben, I totally appreciate what you have said. Fully agree with the same. Very well put....!
From India, Thana
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From India, Thana
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Dear Neha,
Most of these aspects like attrition, surveys, and management style would be addressed later during the analysis. I understand that you require simple recommendations on engagement activities to propose to keep employees motivated.
Given that the unit operates 24/7, you could consider dividing the employees into four teams to participate in sports and cultural activities. Additionally, arranging a full-day picnic at a nearby resort could be a great way to boost morale. For special occasions, inviting employees' families to visit the factory can be a thoughtful gesture as employees often enjoy showcasing their workplace to their loved ones. Holding town hall meetings and recognizing outstanding employees can also contribute to enhancing engagement.
It is essential to grasp the dynamics of the unit and understand employees' preferences. Engaging in informal conversations with employees and their managers can provide valuable insights to guide your decisions.
Best Wishes,
Murali
From India, Chennai
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Most of these aspects like attrition, surveys, and management style would be addressed later during the analysis. I understand that you require simple recommendations on engagement activities to propose to keep employees motivated.
Given that the unit operates 24/7, you could consider dividing the employees into four teams to participate in sports and cultural activities. Additionally, arranging a full-day picnic at a nearby resort could be a great way to boost morale. For special occasions, inviting employees' families to visit the factory can be a thoughtful gesture as employees often enjoy showcasing their workplace to their loved ones. Holding town hall meetings and recognizing outstanding employees can also contribute to enhancing engagement.
It is essential to grasp the dynamics of the unit and understand employees' preferences. Engaging in informal conversations with employees and their managers can provide valuable insights to guide your decisions.
Best Wishes,
Murali
From India, Chennai
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I agree with the comment given by Ben and others' suggestions. A small thing you may carry out is to start a 10-minute meeting with shop floor people at the start of the shift. Start capturing their expectations and answer within a promised time frame. You may decide the time frame and communicate during the meeting itself. Initially, you will receive grievances only, but after some days when this decreases, you can initiate other activities like 5S. Before initiating anything, prepare and document the process for the morning meeting.
From India, Delhi
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From India, Delhi
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Srijan_123, What does the term 5S mean? I liked very much the simple advice you gave. Best regards, Ben
From United States, Tampa
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From United States, Tampa
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Hi Murali, thanks a ton for your suggestion. You got me absolutely right as this is an initiative which will later be carried out to attrition and other levels. Currently, we have to organize an event to throw a ball in the court stating management thinks about them. For that, we are looking for some activities to be organized on New Year. Would it be okay if we have some team-building fun games at our premises for them, maybe like quizzes or some other team-building activities, or maybe a treasure hunt? Kindly suggest.
From India, Bhopal
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From India, Bhopal
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Dear Ben Simonton,
I appreciate your literature on employee engagement. As you expressed, I would love to have additional literature on the subject matter. Hope to hear from you soon. I thank you in anticipation of your generosity.
Have a happy Christmas and a prosperous New Year.
From Ghana
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I appreciate your literature on employee engagement. As you expressed, I would love to have additional literature on the subject matter. Hope to hear from you soon. I thank you in anticipation of your generosity.
Have a happy Christmas and a prosperous New Year.
From Ghana
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