Dear Seniors,
I would like to understand which attribute is more important for a manufacturing setup - employees' satisfaction or engagement? What is the standard percentage level in both of these cases as per industry norms?
Please suggest.
Thanks in advance!
From India, New Delhi
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I would like to understand which attribute is more important for a manufacturing setup - employees' satisfaction or engagement? What is the standard percentage level in both of these cases as per industry norms?
Please suggest.
Thanks in advance!
From India, New Delhi
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Dear hr@sneh,
Employee Satisfaction or Employee Engagement or only the means and ends. I recommend you concentrate on the results. Satisfaction or engagement should translate into operational efficiency.
Click the link to read an article titled "Top 5 Quality Metrics for the Plant Manager’s Dashboard"
Those five ratios will show how far the employees or satisfied or engaged. In addition to these ratios, calculate Inventory Turnover Ratio (ITR) as well. This is the one single ratio that speaks volumes about purchase-production relations, purchase-sales relations, relations with vendors and so on. In a manufacturing sector (yes, including top-notch MNCs) bringing coordination among purchase, production and sales is a perennial challenge. I have seen at least three companies wherein employees have stuck to the company but then their ratios remained poor.
I am not against employee satisfaction or engagement as such. However, this jargon creates a trap for HR and HR starts enjoying the cosiness of it without checking the ground realities.
My views are a little radical. This is because of my exposure to a large number of industries for my training assignments.
All the best!
Dinesh Divekar
+91-9900155394
From India, Bangalore
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8219Employee Satisfaction or Employee Engagement or only the means and ends. I recommend you concentrate on the results. Satisfaction or engagement should translate into operational efficiency.
Click the link to read an article titled "Top 5 Quality Metrics for the Plant Manager’s Dashboard"
Those five ratios will show how far the employees or satisfied or engaged. In addition to these ratios, calculate Inventory Turnover Ratio (ITR) as well. This is the one single ratio that speaks volumes about purchase-production relations, purchase-sales relations, relations with vendors and so on. In a manufacturing sector (yes, including top-notch MNCs) bringing coordination among purchase, production and sales is a perennial challenge. I have seen at least three companies wherein employees have stuck to the company but then their ratios remained poor.
I am not against employee satisfaction or engagement as such. However, this jargon creates a trap for HR and HR starts enjoying the cosiness of it without checking the ground realities.
My views are a little radical. This is because of my exposure to a large number of industries for my training assignments.
All the best!
Dinesh Divekar
+91-9900155394
From India, Bangalore
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Dear Dinesh,
I appreciate your radical view, though I wanted to impress upon the focus for capturing the taste of employees pertaining to the satisfaction level or their engagement level. What you highlighted is coming from a more operations' point of view! Ours, being a productivity-driven setup, these ratios and metrics shared are very vital for the organization's performance. But from a people-centric approach, diagnosing the satisfaction and engagement can't be derived out of it.
Moreover, production has to happen at any cost, yield has to be more, ratios must be maintained. But whether my employees are actually enjoying doing so and at what level is what I wanted to capture!
Thanks
From India, New Delhi
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I appreciate your radical view, though I wanted to impress upon the focus for capturing the taste of employees pertaining to the satisfaction level or their engagement level. What you highlighted is coming from a more operations' point of view! Ours, being a productivity-driven setup, these ratios and metrics shared are very vital for the organization's performance. But from a people-centric approach, diagnosing the satisfaction and engagement can't be derived out of it.
Moreover, production has to happen at any cost, yield has to be more, ratios must be maintained. But whether my employees are actually enjoying doing so and at what level is what I wanted to capture!
Thanks
From India, New Delhi
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Dear HR team at Sneh,
Ok. In that case, to answer your query, I would like to give priority to "Employee Engagement" over "Employee Satisfaction." This is because an employee may be satisfied for various reasons such as having less time to commute from home to the workplace, job stability, protection provided by the labor union, a salary above market standards, etc. However, such an employee may not be engaged. Engagement is more comprehensive than satisfaction.
Other seniors may share their views.
Ok...
Dinesh V Divekar
From India, Bangalore
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Ok. In that case, to answer your query, I would like to give priority to "Employee Engagement" over "Employee Satisfaction." This is because an employee may be satisfied for various reasons such as having less time to commute from home to the workplace, job stability, protection provided by the labor union, a salary above market standards, etc. However, such an employee may not be engaged. Engagement is more comprehensive than satisfaction.
Other seniors may share their views.
Ok...
Dinesh V Divekar
From India, Bangalore
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Dear Dinesh,
Thank you for your remarks. Could you please share some insights on the percentage level or a standard that a company must achieve to be recognized as the best place to work? I also invite other senior members to contribute their thoughts on this matter.
Regards,
Sneh
From India, New Delhi
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Thank you for your remarks. Could you please share some insights on the percentage level or a standard that a company must achieve to be recognized as the best place to work? I also invite other senior members to contribute their thoughts on this matter.
Regards,
Sneh
From India, New Delhi
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Dear HR Sneh,
It is nice to see that an HR person is keen on Employee Satisfaction and their 'engagement'.
Comparatively speaking, the 'Satisfaction' index is easier to measure than 'Engagement'. It is more important to measure the trend than the absolute figure, which will vary according to location, industries, and such. Also, the measures help in locating the stronger and weaker areas in each of those indices so that the weaker areas can be strengthened.
'Engaged' employees are likely to be more 'satisfied'. Generally speaking, a satisfaction level of 75% will be very good. But then you have to stratify it based on the years of employment, designation, areas of work, etc. That kind of breakup will reveal the weak areas.
'Engagement' is more difficult to quantify as such but consists of many items like participation in teamwork (at work and in recreational activities), camaraderie, etc. Even the face of the employee while at work and how he takes instructions, how he behaves during discussions tell a lot about how well he is 'engaged'.
R. Ramamurthy
From India, Bangalore
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It is nice to see that an HR person is keen on Employee Satisfaction and their 'engagement'.
Comparatively speaking, the 'Satisfaction' index is easier to measure than 'Engagement'. It is more important to measure the trend than the absolute figure, which will vary according to location, industries, and such. Also, the measures help in locating the stronger and weaker areas in each of those indices so that the weaker areas can be strengthened.
'Engaged' employees are likely to be more 'satisfied'. Generally speaking, a satisfaction level of 75% will be very good. But then you have to stratify it based on the years of employment, designation, areas of work, etc. That kind of breakup will reveal the weak areas.
'Engagement' is more difficult to quantify as such but consists of many items like participation in teamwork (at work and in recreational activities), camaraderie, etc. Even the face of the employee while at work and how he takes instructions, how he behaves during discussions tell a lot about how well he is 'engaged'.
R. Ramamurthy
From India, Bangalore
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Rightly written by Mr. Ramamurthy, "'Engaged' employees are likely to be more 'satisfied'.
Two of my questions may add some value to my friend's comment thread. First one - how can employees be engaged? Secondly - why do employees feel satisfied?
Engagement - If a proper job description is in place, responsibilities are accompanied by commensurate authority, tasks align with the employee's knowledge, skills, and qualifications.
Satisfaction - It comes through the work environment, the boss-subordinate relationship, job security, career development, the organization's future, compensation, etc.
Some common factors that boost and facilitate both engagement and satisfaction include motivational programs, employee welfare, reward and recognition schemes, grievance handling cells, etc.
Both the terms engagement and satisfaction go hand in hand. I agree with Mr. Ramamurthy's statement that 75% of satisfied employees is a very good ratio.
Regards, Asish
From India, Gurgaon
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Two of my questions may add some value to my friend's comment thread. First one - how can employees be engaged? Secondly - why do employees feel satisfied?
Engagement - If a proper job description is in place, responsibilities are accompanied by commensurate authority, tasks align with the employee's knowledge, skills, and qualifications.
Satisfaction - It comes through the work environment, the boss-subordinate relationship, job security, career development, the organization's future, compensation, etc.
Some common factors that boost and facilitate both engagement and satisfaction include motivational programs, employee welfare, reward and recognition schemes, grievance handling cells, etc.
Both the terms engagement and satisfaction go hand in hand. I agree with Mr. Ramamurthy's statement that 75% of satisfied employees is a very good ratio.
Regards, Asish
From India, Gurgaon
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Dear HR Sneh,
Once we initiate a pro-employee culture and initiatives, we need to work more on employee engagement programs. If we have optimum engagement activities, chances are that satisfaction will proportionately build up. However, engagement activities aren't the sole basis for increasing satisfaction among employees.
Employee satisfaction is more of a final product in reaction to engagement activities, promotion policies, annual salary revisions, disciplinary mechanisms, grievance addressal, functioning of the canteen, a caring feeling, and several other factors. Engagement activities, if properly driven, will certainly yield you significant results.
From India, Gurgaon
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Once we initiate a pro-employee culture and initiatives, we need to work more on employee engagement programs. If we have optimum engagement activities, chances are that satisfaction will proportionately build up. However, engagement activities aren't the sole basis for increasing satisfaction among employees.
Employee satisfaction is more of a final product in reaction to engagement activities, promotion policies, annual salary revisions, disciplinary mechanisms, grievance addressal, functioning of the canteen, a caring feeling, and several other factors. Engagement activities, if properly driven, will certainly yield you significant results.
From India, Gurgaon
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The major thing for a company or a business to earn profits and better ROI is to achieve employee satisfaction and engagement. To improve or achieve higher employee engagement, employee satisfaction is needed. In this way, ROI, employee engagement, and employee satisfaction are linked and affect each other. You need to have a higher rate or percentage for employee satisfaction; only then can you improve or achieve a higher rate of employee engagement, ultimately leading to significant profits and better ROI.
From India, Lucknow
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From India, Lucknow
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Can more persons directly address the main question asked: "What is considered as a good percentage in Employee Satisfaction and Employee Engagement?" Members who have undertaken a survey of these aspects may please share their figures and percentages, please.
From India, Bangalore
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From India, Bangalore
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Employee-engage ment.prn_190.pd f
Employee Engagement Study.doc
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