Hi, What are the various activities be organized to give one of the best places to work?
From India, Mumbai
From India, Mumbai
Hii!!!! Kindly find some materials on the above said topic,,, Hope the same will be of some use,,, :D :D :D :D MPMS
From India, Coimbatore
733From India, Coimbatore
Hi
Namely, what you want is a process of Employee Engagement, but you need to understand what is it? Here is a little briefing about the employee engagement
Employee Engagement is defined as a positive attitude held by the employee towards the organisation and its values. An engaged employee is aware of business context, and works with colleagues to improve performance within the job for the benefit of the organisation. The organisation must work to develop and nurture engagement, which requires a two-way relationship between employer and employee.’
So what does a fully engaged employee look like? These items represent some of the most common characteristics of those who are engaged.
They...
- Do their very best
- Constantly learn and take calculated risks
- Feel stretched beyond their comfort zone
- Take personal satisfaction in their quality of work
- Find work can be stressful at times but also rewarding and fun
- Love their job!
- Believe in the organisation
- Desire to work to make things better
- Sound understanding of business context and the ‘bigger picture’
- Respectful of, and helpful to, colleagues
- Willing to ‘go the extra mile’
- Keep up to date with developments in the field.
Drivers of Engagement
Research shows that committed employees perform better. If we accept that engagement, as many believe, is ‘one step up’ from commitment, it is clearly in the organization’s interests to understand the drivers of engagement. Many aspects of working life are strongly correlated with engagement levels. However, the strongest driver of all is a sense of feeling valued and involved. This has several key components:
- involvement in decision making
- the extent to which employees feel able to voice their ideas, and managers listen to these views, and value employees’ contributions
- the opportunities employees have to develop their jobs
- the extent to which the organisation is concerned for employees’ health
and wellbeing.
The line manager clearly has a very important role in nurturing employees’ sense of involvement and value – an observation that is completely consistent with research in many different areas of HR practice and employment, all of which point to the critical importance of the employee-manager relationship.
BOOSTING EMPLOYEE ENGAGEMENT
Here are a few recommendations on how to increase employee engagement.
- Make sure employees are in the right job where their strengths can be
maximized.
- Focus on management behavior. Employees have a strong relationship
with their manager. Many employees quit their manager, not their job.
- Provide opportunities for advancement and communicate them regularly.
-Ensure that they have a clear path set for focusing on what they do best
Measure it, communicate the results, and create action plans to improve
it.
As a final thought, be aware that not every employee will "transform" into a fully engaged employee. With this in mind, focus on employees in positions that are most critical for success for your organization. Look at the factors that influence their engagement and find ways to make improvements.
Further, anythinfg comes to your mind, please feel free to write.
warm regards,
Umesh Chaudhary
(welcomeumesh@yahoo.com)
From India, Delhi
Namely, what you want is a process of Employee Engagement, but you need to understand what is it? Here is a little briefing about the employee engagement
Employee Engagement is defined as a positive attitude held by the employee towards the organisation and its values. An engaged employee is aware of business context, and works with colleagues to improve performance within the job for the benefit of the organisation. The organisation must work to develop and nurture engagement, which requires a two-way relationship between employer and employee.’
So what does a fully engaged employee look like? These items represent some of the most common characteristics of those who are engaged.
They...
- Do their very best
- Constantly learn and take calculated risks
- Feel stretched beyond their comfort zone
- Take personal satisfaction in their quality of work
- Find work can be stressful at times but also rewarding and fun
- Love their job!
- Believe in the organisation
- Desire to work to make things better
- Sound understanding of business context and the ‘bigger picture’
- Respectful of, and helpful to, colleagues
- Willing to ‘go the extra mile’
- Keep up to date with developments in the field.
Drivers of Engagement
Research shows that committed employees perform better. If we accept that engagement, as many believe, is ‘one step up’ from commitment, it is clearly in the organization’s interests to understand the drivers of engagement. Many aspects of working life are strongly correlated with engagement levels. However, the strongest driver of all is a sense of feeling valued and involved. This has several key components:
- involvement in decision making
- the extent to which employees feel able to voice their ideas, and managers listen to these views, and value employees’ contributions
- the opportunities employees have to develop their jobs
- the extent to which the organisation is concerned for employees’ health
and wellbeing.
The line manager clearly has a very important role in nurturing employees’ sense of involvement and value – an observation that is completely consistent with research in many different areas of HR practice and employment, all of which point to the critical importance of the employee-manager relationship.
BOOSTING EMPLOYEE ENGAGEMENT
Here are a few recommendations on how to increase employee engagement.
- Make sure employees are in the right job where their strengths can be
maximized.
- Focus on management behavior. Employees have a strong relationship
with their manager. Many employees quit their manager, not their job.
- Provide opportunities for advancement and communicate them regularly.
-Ensure that they have a clear path set for focusing on what they do best
Measure it, communicate the results, and create action plans to improve
it.
As a final thought, be aware that not every employee will "transform" into a fully engaged employee. With this in mind, focus on employees in positions that are most critical for success for your organization. Look at the factors that influence their engagement and find ways to make improvements.
Further, anythinfg comes to your mind, please feel free to write.
warm regards,
Umesh Chaudhary
(welcomeumesh@yahoo.com)
From India, Delhi
Thks for your response..... can i have some employee engagement tools for measurable measurable.kindly,let me know asap.
From India, Mumbai
From India, Mumbai
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Employee-engage ment.prn_190.pd f
Employee Engagement Study.doc
Employee engagement.ppt