Hi All, Here in my office people are not completely Engaged with their work and I often see them spending time here & there.
I want to act against this. Plz do suggest how to tackle this issue. :idea:
From India, Bangalore
1I want to act against this. Plz do suggest how to tackle this issue. :idea:
From India, Bangalore
Hello,
Has process of Performance Appraisal stabilised in your company? If not, then it is not advisable to go ahead with 360 degree method so soon.
Even normal performance appraisal process, if applied earnestly, reaps rich dividents. I suggest you to go ahead with normal PA and then 360 degree.
Thanks,
Dinesh V Divekar
Soft Skill Trainer and HR Consultant
From India, Bangalore
Has process of Performance Appraisal stabilised in your company? If not, then it is not advisable to go ahead with 360 degree method so soon.
Even normal performance appraisal process, if applied earnestly, reaps rich dividents. I suggest you to go ahead with normal PA and then 360 degree.
Thanks,
Dinesh V Divekar
Soft Skill Trainer and HR Consultant
From India, Bangalore
Hello Veerendra, You will need to give me some context. What is your role in your organization and how do employees display lack of engagement and what has been done so far to improve it?
The following organizations have done a lot of research into employee engagement. You might want to look them up on the web. Some of their research is in the public domain.
Hewitt
Towers Perrin
BlessingWhite
Seek
Gallup
Corporate Leadership Council
Vicki Heath
Human Resources Software and Resources
http://www.businessperform.com
From Australia, Melbourne
The following organizations have done a lot of research into employee engagement. You might want to look them up on the web. Some of their research is in the public domain.
Hewitt
Towers Perrin
BlessingWhite
Seek
Gallup
Corporate Leadership Council
Vicki Heath
Human Resources Software and Resources
http://www.businessperform.com
From Australia, Melbourne
Hi Dinesh,
Our Company already has a 360Degree Appraisal System at Place. but still we are finding people dis engaged. The entire set up has people filled with the attitusde that they can retire being in this Company.
I want to start a Employee Satisfaction Survey and want to measure the rate of the Satisfaction level and then proceed further towards action.
From India, Bangalore
Our Company already has a 360Degree Appraisal System at Place. but still we are finding people dis engaged. The entire set up has people filled with the attitusde that they can retire being in this Company.
I want to start a Employee Satisfaction Survey and want to measure the rate of the Satisfaction level and then proceed further towards action.
From India, Bangalore
Hi Vicki,
I am working as a HR Assistant,wherein only two of us handle the entire Gamut of HR Functions. Recently while i was talking to 1 of the employee i came to know about this & after that i started to go around the factory thrice a day,and i too found the similiar thing what was told to me. We have Roles & Responsibilities well defined for each1,but still we see lack of interest in work.
Vicki kindly suggest me Some Sound ways to tackle it and also some of thwe workshops so that i can Motivate the employees in such a way that the keep themselves engaged in the work.
From India, Bangalore
I am working as a HR Assistant,wherein only two of us handle the entire Gamut of HR Functions. Recently while i was talking to 1 of the employee i came to know about this & after that i started to go around the factory thrice a day,and i too found the similiar thing what was told to me. We have Roles & Responsibilities well defined for each1,but still we see lack of interest in work.
Vicki kindly suggest me Some Sound ways to tackle it and also some of thwe workshops so that i can Motivate the employees in such a way that the keep themselves engaged in the work.
From India, Bangalore
Hello,
Policing around may not help. What you need to do is to ensure the following:
a) Are the employees given adequate amount of work? Do you give copy of the Job Description one the day one?
b) Has the procedure of KRA been started?
c) Has the performance been linked to the annual increment?
d) Employees may be given training on Time Management also.
Thanks,
Dinesh V Divekar
Soft Skill Trainer & HR Consultant
From India, Bangalore
Policing around may not help. What you need to do is to ensure the following:
a) Are the employees given adequate amount of work? Do you give copy of the Job Description one the day one?
b) Has the procedure of KRA been started?
c) Has the performance been linked to the annual increment?
d) Employees may be given training on Time Management also.
Thanks,
Dinesh V Divekar
Soft Skill Trainer & HR Consultant
From India, Bangalore
Thanks Veerendra. I have a clearer picture of where you fit in. You have set yourself a huge task, and I would ask you to examine your reason for tackling such a challenge. The reason why I say this is that probably the biggest determinant of an employee’s engagement/motivation is their relationship with their immediate supervisor/manager and, tied to this, the quality of that supervision/management. All of the HR policies, procedures, systems and programs in the world will have little effect if you ignore this vital factor.
I ask you to consider your role and responsibilities as HR Assistant. Are you really responsible for the quality of the relationship between each supervisor and their employee? Yes, you can make yourself personally responsible, but for what purpose? What I am saying is that with low employee motivation, there is no quick fix. You can’t just run a two-hour team-building session or go out for a social dinner and all will be fixed.
You will need to run a proper diagnostic to determine the strongest factors leading to low engagement in your organization – probably using an outside consultant for expertise and impartiality. Before this and throughout the process you will need the total commitment of the senior management team because it will require time, money and perseverance.
You may find that there are a number of factors that require work. You may have supervisors with poor supervision skills, you may have employees being rewarded for the wrong behaviors, you may have an executive team with no strategic direction, you may have people on very low pay rates, you may be employing people unsuited to the job, you may have a domineering CEO, and so on and so on.
Getting back to your role as HR Assistant, are you really responsible for fixing any/all of the above company shortcomings? What is your budget? –your mandate from the senior management? –your expertise? I really admire your commitment to the company and wish you a long and successful career in HR – and I would not want your commitment and enthusiasm to wane. I suppose I have seen too many quick fixes in my time that only led to employees becoming even more disillusioned because managers were not really committed in the first place. I just would like to see you go into this with both eyes open.
Vicki Heath
Human Resources Software and Resources
http://www.businessperform.com
From Australia, Melbourne
I ask you to consider your role and responsibilities as HR Assistant. Are you really responsible for the quality of the relationship between each supervisor and their employee? Yes, you can make yourself personally responsible, but for what purpose? What I am saying is that with low employee motivation, there is no quick fix. You can’t just run a two-hour team-building session or go out for a social dinner and all will be fixed.
You will need to run a proper diagnostic to determine the strongest factors leading to low engagement in your organization – probably using an outside consultant for expertise and impartiality. Before this and throughout the process you will need the total commitment of the senior management team because it will require time, money and perseverance.
You may find that there are a number of factors that require work. You may have supervisors with poor supervision skills, you may have employees being rewarded for the wrong behaviors, you may have an executive team with no strategic direction, you may have people on very low pay rates, you may be employing people unsuited to the job, you may have a domineering CEO, and so on and so on.
Getting back to your role as HR Assistant, are you really responsible for fixing any/all of the above company shortcomings? What is your budget? –your mandate from the senior management? –your expertise? I really admire your commitment to the company and wish you a long and successful career in HR – and I would not want your commitment and enthusiasm to wane. I suppose I have seen too many quick fixes in my time that only led to employees becoming even more disillusioned because managers were not really committed in the first place. I just would like to see you go into this with both eyes open.
Vicki Heath
Human Resources Software and Resources
http://www.businessperform.com
From Australia, Melbourne
Hi Vicki,
Thanks for the inputs. Here in my Organization Supervisors and their Counterparts have been given the Good amount of work,bnut still there exists dis engagement among them.
We have Gallop being run here, a Proper Appraisal Cycle being run, each & everything is here but still there is a room for dis engagement.
Vicki suggest me a Prooper way to start my work so that after several Trial & error Method i can come out with beautiful results.
Veerendra
From India, Bangalore
Thanks for the inputs. Here in my Organization Supervisors and their Counterparts have been given the Good amount of work,bnut still there exists dis engagement among them.
We have Gallop being run here, a Proper Appraisal Cycle being run, each & everything is here but still there is a room for dis engagement.
Vicki suggest me a Prooper way to start my work so that after several Trial & error Method i can come out with beautiful results.
Veerendra
From India, Bangalore
First, you will need to find the true cause or causes of the disengagement. This is what we call the “diagnostic phase”. Finding the true cause may involve interviewing the CEO and the management team, either as a group and/or individually. It would need to involve communicating with employees, either through running an employee engagement survey and/or conducting focus group sessions.
A desk audit may also need to be conducted, looking at recruitment policies and practices, strategic planning, training, performance management, rewards and remuneration, etc. In some cases, it is best to get in an outside consultant to perform the diagnosis as they provide an outside view of your company and some needed expertise in this area. What is best for your company will depend on your resources, time and expertise. I wish you well in your project.
Vicki Heath
Human Resources Software and Resources
http://www.businessperform.com
From Australia, Melbourne
A desk audit may also need to be conducted, looking at recruitment policies and practices, strategic planning, training, performance management, rewards and remuneration, etc. In some cases, it is best to get in an outside consultant to perform the diagnosis as they provide an outside view of your company and some needed expertise in this area. What is best for your company will depend on your resources, time and expertise. I wish you well in your project.
Vicki Heath
Human Resources Software and Resources
http://www.businessperform.com
From Australia, Melbourne
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