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Dear Kashif,
You have shared the 20 points on employee engagement. I appreciate it nevertheless, I have some recommendations.
Point No 18 is on "Delegation". However, more than delegation what is needed is "Empowerment". This is because in spite of delegation, subordinates continue to approach their seniors if there is any change. In contrast, empowerment vests decision-making powers to the subordinates. This is important.
The second recommendation is about measuring the employee engagement. How to do that, when to do, who will do, how frequently to do etc are the important questions. In many companies, there are whole lot of engagement activities, but did it increase the productivity and did the increase in productivity led to increased revenue. These are the vital question. HR's engagement activities should not be superfluous. They should be able to provide evidence of their investment.
Thanks,
Dinesh Divekar
From India, Bangalore
You have shared the 20 points on employee engagement. I appreciate it nevertheless, I have some recommendations.
Point No 18 is on "Delegation". However, more than delegation what is needed is "Empowerment". This is because in spite of delegation, subordinates continue to approach their seniors if there is any change. In contrast, empowerment vests decision-making powers to the subordinates. This is important.
The second recommendation is about measuring the employee engagement. How to do that, when to do, who will do, how frequently to do etc are the important questions. In many companies, there are whole lot of engagement activities, but did it increase the productivity and did the increase in productivity led to increased revenue. These are the vital question. HR's engagement activities should not be superfluous. They should be able to provide evidence of their investment.
Thanks,
Dinesh Divekar
From India, Bangalore
Dear Kashif,
Thank you for sharing this document here.
I’ve gone through most of the points and have some feedback accordingly. As your topic also focuses more on feedback and reverting back to the result.
1- The point number ONE itself is about communicating the clear goals and objective. It’s worth to mention. How you're going to make ensure you had shared and set clear goals and objectives that will turn into clear expectation and output. There is a missing tool for proper setting performance monument and linking these tools to KRI and KPI. We, need to reflect the proper method and methodolgy for our comments as well.
2- Point number TWO, THREE and FOUR are all about communication. What about organizational culture. Hence, all of points summary is indicating that you need to be frank and honest with your employee at any time. Either to share bad or good news. Can we labeled something else and make a new category for them. Like, Trust Building, Team Cohesion and Integrity mechinsem
Thus, the term employee engagement is a vast area; and there is a lot of effort need it to know what specific side and area you're looking for. But, meanwhile all of the roots and cause of this exercise from HR or management point of view is to dig for organizational prosperity and health check up.
From Singapore, Singapore
Thank you for sharing this document here.
I’ve gone through most of the points and have some feedback accordingly. As your topic also focuses more on feedback and reverting back to the result.
1- The point number ONE itself is about communicating the clear goals and objective. It’s worth to mention. How you're going to make ensure you had shared and set clear goals and objectives that will turn into clear expectation and output. There is a missing tool for proper setting performance monument and linking these tools to KRI and KPI. We, need to reflect the proper method and methodolgy for our comments as well.
2- Point number TWO, THREE and FOUR are all about communication. What about organizational culture. Hence, all of points summary is indicating that you need to be frank and honest with your employee at any time. Either to share bad or good news. Can we labeled something else and make a new category for them. Like, Trust Building, Team Cohesion and Integrity mechinsem
Thus, the term employee engagement is a vast area; and there is a lot of effort need it to know what specific side and area you're looking for. But, meanwhile all of the roots and cause of this exercise from HR or management point of view is to dig for organizational prosperity and health check up.
From Singapore, Singapore
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Employee-engage ment.prn_190.pd f
Employee Engagement Study.doc
Employee engagement.ppt