Dear HRs
we are plan to implement some employee engagement activities in my organization.
Please share your ideas how we go about. It is for both corporate as well as factory.
Throw some lights....
Regards
Eswar.K
From India, Chennai
46we are plan to implement some employee engagement activities in my organization.
Please share your ideas how we go about. It is for both corporate as well as factory.
Throw some lights....
Regards
Eswar.K
From India, Chennai
Making engagement a high priority makes a lot of sense to me. Stephen Covey in his book "Principle-Centered Leadership" wrote that the possible performance gain was 500%. My own experience in creating several fully engaged workforces bears out Covey's statement.
Attaining such a workforce can only be achieved if management fully meets the five basic needs every person has: to be heard, to be respected, and to have competence, autonomy, and relatedness (purpose). Doing so makes employees so thankful for being treated so well that they repay such kindness by unleashing everything they have on their work even trying after work to figure out how to do a better job. Applying 100% of their brainpower on their work including treating every other person with the same high level of respect they were given is what creates the huge performance gains.
How to meet these needs and treat employees so well? Management must provide more than enough opportunity for each employee to voice their complaints, suggestions and questions and respond to those to the satisfaction or better of the originator and any other employee affected. It is management's responsibility to support the work of employees through training, tools, material, information, direction, discipline, planning and the like. The only way to make these meet the highest standards is to listen and respond to the people who use this support and live with it every minute of their day. When support does not meet the highest standards, it does not meet the needs of employees. Giving them lots of orders does not meet their need for autonomy and besides, almost every person is capable of deciding what to do, when to do it, and how to do it given great support.
Unfortunately, for most companies the elephant in the room is their continued use of the traditional top-down command and control approach to managing people. Sadly, this approach by its nature tends to demotivate, demoralize, and disengage employees. I had to transition away from top-down in order to achieve Covey's gains and once I did the results of serving employee needs rather than issuing orders to them were truly amazing to behold.
Hope this helps. There are a lot more details if interested.
Best regards, Ben Simonton
Leadership is a Science
From United States, Tampa
Attaining such a workforce can only be achieved if management fully meets the five basic needs every person has: to be heard, to be respected, and to have competence, autonomy, and relatedness (purpose). Doing so makes employees so thankful for being treated so well that they repay such kindness by unleashing everything they have on their work even trying after work to figure out how to do a better job. Applying 100% of their brainpower on their work including treating every other person with the same high level of respect they were given is what creates the huge performance gains.
How to meet these needs and treat employees so well? Management must provide more than enough opportunity for each employee to voice their complaints, suggestions and questions and respond to those to the satisfaction or better of the originator and any other employee affected. It is management's responsibility to support the work of employees through training, tools, material, information, direction, discipline, planning and the like. The only way to make these meet the highest standards is to listen and respond to the people who use this support and live with it every minute of their day. When support does not meet the highest standards, it does not meet the needs of employees. Giving them lots of orders does not meet their need for autonomy and besides, almost every person is capable of deciding what to do, when to do it, and how to do it given great support.
Unfortunately, for most companies the elephant in the room is their continued use of the traditional top-down command and control approach to managing people. Sadly, this approach by its nature tends to demotivate, demoralize, and disengage employees. I had to transition away from top-down in order to achieve Covey's gains and once I did the results of serving employee needs rather than issuing orders to them were truly amazing to behold.
Hope this helps. There are a lot more details if interested.
Best regards, Ben Simonton
Leadership is a Science
From United States, Tampa
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Employee-engage ment.prn_190.pd f
Employee Engagement Study.doc
Employee engagement.ppt