Apart from the techniques like Management Games, Outbound Trips, Sponsoring Paid Family Trips, etc, what are the new effective employee engagement techniques that are in store now?
From India, Bangalore
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From India, Bangalore
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In my view, employee engagement means the way you can make an employee committed to the organization and contribute value to the business and thus stay in the organization. Therefore, it is an engagement of both the heart and head of the employees.
The above initiatives are welcome. You can add wellness initiatives also to them. However, the real challenge is engaging star performers. They are creative, fast-thinking, and eager to leave their mark on their work. They look for learning opportunities and recognition.
While games and fun activities engage the hearts of the employees, you need to look for initiatives that engage the heads of the employees also, more so in the case of star performers. You can start an initiative like "Idea labs" encouraging the employees to come out with ideas that add value to the business and reward them all in one way or another, as per the value quotient of the ideas, of course excluding ideas that are already tried or in vogue. For example, if you are a food retailer, you can ask them to design a food wrap that makes the mouths of customers water. Just an example.
The innovative idea in ice cream selling, which I found, is to mix natural fruit in it. It seems to have captured the taste buds of the ice cream fans. As there is no one medical kit that cures all ills, there is no one universal employee engagement formula that fits all organizations. You need to design your engagement activities that suit your business goals and culture.
B. Saikumar
HR & IR Advisor
Navi Mumbai
From India, Mumbai
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1979The above initiatives are welcome. You can add wellness initiatives also to them. However, the real challenge is engaging star performers. They are creative, fast-thinking, and eager to leave their mark on their work. They look for learning opportunities and recognition.
While games and fun activities engage the hearts of the employees, you need to look for initiatives that engage the heads of the employees also, more so in the case of star performers. You can start an initiative like "Idea labs" encouraging the employees to come out with ideas that add value to the business and reward them all in one way or another, as per the value quotient of the ideas, of course excluding ideas that are already tried or in vogue. For example, if you are a food retailer, you can ask them to design a food wrap that makes the mouths of customers water. Just an example.
The innovative idea in ice cream selling, which I found, is to mix natural fruit in it. It seems to have captured the taste buds of the ice cream fans. As there is no one medical kit that cures all ills, there is no one universal employee engagement formula that fits all organizations. You need to design your engagement activities that suit your business goals and culture.
B. Saikumar
HR & IR Advisor
Navi Mumbai
From India, Mumbai
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Hello Archana,
In my experience, solid engagement comes through Career Management, Learning & Development Activities and Strong Performance and Leadership Culture.
People join organizations to grow financially, career-wise and add to their skills and capabilities.
If this core is taken care well,then a large part of engagement is taken care.
Some visionary Companies have been allowing people to work on their dream projects to enhance engagement
Psychologists and Behavioral Scientists discovered that people are at their best when they work on their strengths, dreams and passions. Visionary companies put these insights with courage – here are some examples-
• 3M’s technical staff spends 15% of their time on the project of their choosing
• Atlassian, an Australian software company allows its employees to work on projects of their liking for 20% of their time.
• Googlers, as Google employees refer themselves to as, spend 20% of their time in projects of their own calling.
• Semco, Brazilian company, radically re-engineered workplace norms – at Semco, employees appoint their managers, targets and projects are chosen and delivered by the autonomous groups and many more.
Companies have their own titles for such policies…’Bootlegging’, ‘Experimental Doodling’, ‘Workplace Democracy’. They are in different continents- Americas, Australia, Asia… however underline beliefs are the same. “People are at their best while working on their own dreams and passions”
Activities mentioned by you are like icing on the cake- I would keep focusing on core activities pertaining to career enhancement, capability building, coaching, innovation and rewards and use family gathering, outbounds etc. as feel-good programs
regards,
Rajesh
From India, Mumbai
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In my experience, solid engagement comes through Career Management, Learning & Development Activities and Strong Performance and Leadership Culture.
People join organizations to grow financially, career-wise and add to their skills and capabilities.
If this core is taken care well,then a large part of engagement is taken care.
Some visionary Companies have been allowing people to work on their dream projects to enhance engagement
Psychologists and Behavioral Scientists discovered that people are at their best when they work on their strengths, dreams and passions. Visionary companies put these insights with courage – here are some examples-
• 3M’s technical staff spends 15% of their time on the project of their choosing
• Atlassian, an Australian software company allows its employees to work on projects of their liking for 20% of their time.
• Googlers, as Google employees refer themselves to as, spend 20% of their time in projects of their own calling.
• Semco, Brazilian company, radically re-engineered workplace norms – at Semco, employees appoint their managers, targets and projects are chosen and delivered by the autonomous groups and many more.
Companies have their own titles for such policies…’Bootlegging’, ‘Experimental Doodling’, ‘Workplace Democracy’. They are in different continents- Americas, Australia, Asia… however underline beliefs are the same. “People are at their best while working on their own dreams and passions”
Activities mentioned by you are like icing on the cake- I would keep focusing on core activities pertaining to career enhancement, capability building, coaching, innovation and rewards and use family gathering, outbounds etc. as feel-good programs
regards,
Rajesh
From India, Mumbai
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Hi Rajesh and Saikumar, I must appreciate your inputs on this topic.
Hi Archana, I must say to innovate new techniques and tools for employee engagement, you actually need to understand the key areas of engagement that the majority of employees are looking for. I have gone through an article a few days back on "How to retain your star performers" by HBR, and that I can connect to Rajesh's comment. Activity and encouragement towards "Career planning," "Effective training and development plans," "Creating a cohesive atmosphere" are those areas that engage and motivate employees the most.
Apart from that, regular activities like events, family trips, etc., also help. I believe once the key areas are identified, it will be very easy to come up with new engagement plans.
Good Luck!!
From India, New Delhi
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Hi Archana, I must say to innovate new techniques and tools for employee engagement, you actually need to understand the key areas of engagement that the majority of employees are looking for. I have gone through an article a few days back on "How to retain your star performers" by HBR, and that I can connect to Rajesh's comment. Activity and encouragement towards "Career planning," "Effective training and development plans," "Creating a cohesive atmosphere" are those areas that engage and motivate employees the most.
Apart from that, regular activities like events, family trips, etc., also help. I believe once the key areas are identified, it will be very easy to come up with new engagement plans.
Good Luck!!
From India, New Delhi
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Hi,
Employee engagement is a complex subject and is very relative. However, I can jot down some of the tools to this effect:
1) Strong goal setting (Purpose).
2) Try to sync the goal with the vision of the company (Link purpose).
3) Regular interventions like trainings, reviews, workshops, forums, etc. (periodic revisit to Purpose).
4) Make the company dashboard in such a way that an employee would want to be featured on it (Immediate amplification).
5) Make PMS more responsive and transparent.
Regards,
Hemant
From India, Nasik
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Employee engagement is a complex subject and is very relative. However, I can jot down some of the tools to this effect:
1) Strong goal setting (Purpose).
2) Try to sync the goal with the vision of the company (Link purpose).
3) Regular interventions like trainings, reviews, workshops, forums, etc. (periodic revisit to Purpose).
4) Make the company dashboard in such a way that an employee would want to be featured on it (Immediate amplification).
5) Make PMS more responsive and transparent.
Regards,
Hemant
From India, Nasik
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As rightly pointed out in one of the responses above, employee engagement techniques are industry-specific. There may, no doubt, be some techniques with universal application. But one must be cautious in trying out what suits one's organization only. For example, what is a good technique for a knowledge industry such as software development or an essentially research-oriented industry may not be suitable for a service or manufacturing industry. Therefore, if you specify the type of industry you are in and the target employees you are thinking about, it would be easier to provide pertinent suggestions.
From India, Madras
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From India, Madras
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Hi Seniors/Friends,
I have had an innovative idea in my mind for quite some time. That is, to hire some agricultural fields, bring the employees, and have them work in the fields (ensuring they do not spoil the crops). This initiative would be beneficial for corporate individuals to better understand the challenges farmers face, and it would also foster a greater appreciation for food.
I have been contemplating this idea since my time in MBA (2011) when I was looking for opportunities to explore. I consider this as my platform to share this vision.
I urge you to give it a try; it really does work. Coming from an agricultural background and currently working in a corporate setting, I strongly believe in the value of this experience.
Kindly correct me if I am mistaken.
Regards, Manikkavasagan R 08553666424
From India
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I have had an innovative idea in my mind for quite some time. That is, to hire some agricultural fields, bring the employees, and have them work in the fields (ensuring they do not spoil the crops). This initiative would be beneficial for corporate individuals to better understand the challenges farmers face, and it would also foster a greater appreciation for food.
I have been contemplating this idea since my time in MBA (2011) when I was looking for opportunities to explore. I consider this as my platform to share this vision.
I urge you to give it a try; it really does work. Coming from an agricultural background and currently working in a corporate setting, I strongly believe in the value of this experience.
Kindly correct me if I am mistaken.
Regards, Manikkavasagan R 08553666424
From India
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