Dear Seniors,
I am working in a KPO as an HR executive and am responsible for employee engagement.
In our company, we are already doing Employee R & R, like star of the month, performer of the month, tea of the quarter, birthday bashes, etc.
But now my management wants something different.
I am planning to conduct an employee engagement survey.
On the findings of this survey, I am planning to move ahead.
But I want to know what are all the things (other than what I have already mentioned) that I can do as an employee engagement?
I want some creative things as well as cost savings.
From India, Delhi
72I am working in a KPO as an HR executive and am responsible for employee engagement.
In our company, we are already doing Employee R & R, like star of the month, performer of the month, tea of the quarter, birthday bashes, etc.
But now my management wants something different.
I am planning to conduct an employee engagement survey.
On the findings of this survey, I am planning to move ahead.
But I want to know what are all the things (other than what I have already mentioned) that I can do as an employee engagement?
I want some creative things as well as cost savings.
From India, Delhi
Hello Nipuna:
>In our company we are already doing Employee R & R like star f the month, performer of the month , tea of the quarter, birthday bashes etc.<
These practices should increase employee satisfaction.
>But now my management wants something different.<
Why?
>I am planning for Employee engagement survey.<
Do not ask employees if they are engaged.
>on the findings of this survey, I am planning to move ahead.<
Increasing employee engagement is a huge task.
>But I want to know that what are all the things (other than what I have already mentioned) that I can do as an employee engagement?<
It starts at the top.
Are the CEO's direct reports engaged?
Do the CEO's direct reports have engaged staffs?
>I want some creative things as well as cost saving.<
Start hiring for talent as well as assigning employees to jobs based on their talent.
What management/business/employee problem do you want to fix?
Employee Satisfaction Surveys are often presumed to measure employee engagement and employee engagement is what all managers should be striving to achieve but we cannot measure employee engagement with an employee satisfaction survey.
Employee engagement and employee satisfaction are two different things.
Employee engagement is what we get when an employee is motivated by the job and is successful in the job and is well managed by the supervisor and paid fairly by management.
Employee satisfaction is what we get when we give employees things they want whether or not they are engaged by their jobs.
If we work to satisfy our employees we may well decrease employee engagement because we will be focusing on the wrong things.
A few things to consider.
From United States, Chelsea
>In our company we are already doing Employee R & R like star f the month, performer of the month , tea of the quarter, birthday bashes etc.<
These practices should increase employee satisfaction.
>But now my management wants something different.<
Why?
>I am planning for Employee engagement survey.<
Do not ask employees if they are engaged.
>on the findings of this survey, I am planning to move ahead.<
Increasing employee engagement is a huge task.
>But I want to know that what are all the things (other than what I have already mentioned) that I can do as an employee engagement?<
It starts at the top.
Are the CEO's direct reports engaged?
Do the CEO's direct reports have engaged staffs?
>I want some creative things as well as cost saving.<
Start hiring for talent as well as assigning employees to jobs based on their talent.
What management/business/employee problem do you want to fix?
Employee Satisfaction Surveys are often presumed to measure employee engagement and employee engagement is what all managers should be striving to achieve but we cannot measure employee engagement with an employee satisfaction survey.
Employee engagement and employee satisfaction are two different things.
Employee engagement is what we get when an employee is motivated by the job and is successful in the job and is well managed by the supervisor and paid fairly by management.
Employee satisfaction is what we get when we give employees things they want whether or not they are engaged by their jobs.
If we work to satisfy our employees we may well decrease employee engagement because we will be focusing on the wrong things.
A few things to consider.
· Good employees who are successful and managed and paid well will be engaged even if not fully satisfied.
· Good employees who are successful but not managed well or paid well will not be engaged and will not be satisfied.
· Bad employees who are unsuccessful even though they are well managed and well paid will not be engaged even if fully satisfied.
From United States, Chelsea
Dear Nipuna,
So far so niz frm u, u can try following initiatives.
- Fun at work - ( pass on healthy puns, informative articles, Flash news throu' mails)
- Name board - ( Best performer for the day - write the the name in big n block letters)
- Games at work place - ( organize physical games at the end of evry fridays / any frequency u prefer)
- Halloween day - ( Dress up something tat looks odd n scary)
- Helping Hands - ( Every month, keep collecting some amount amoung ur willing executives n give it to needy people)
Try these initiatives nipuna, vl aid u more on this, have to think........Keep rockin.....
From India, Mangaluru
So far so niz frm u, u can try following initiatives.
- Fun at work - ( pass on healthy puns, informative articles, Flash news throu' mails)
- Name board - ( Best performer for the day - write the the name in big n block letters)
- Games at work place - ( organize physical games at the end of evry fridays / any frequency u prefer)
- Halloween day - ( Dress up something tat looks odd n scary)
- Helping Hands - ( Every month, keep collecting some amount amoung ur willing executives n give it to needy people)
Try these initiatives nipuna, vl aid u more on this, have to think........Keep rockin.....
From India, Mangaluru
Hi,
Please try to create an atmosphere of togetherness in the organization. Employees spend more time in the office then at home. I would suggest create a carnival, with very little budget you can make your office as a carnvial. In every conference room or meeting room you can have carnival games, have some movie screening for kids- cartoon or something. Give them small prizes for it. Have some softdrinks and some basic chat or snacks arranged, it definitely works in small budget but employees would remember it for a long time to come coz that incudes families as well.
Regards,
Sirisha Chada.
From India, Bangalore
Please try to create an atmosphere of togetherness in the organization. Employees spend more time in the office then at home. I would suggest create a carnival, with very little budget you can make your office as a carnvial. In every conference room or meeting room you can have carnival games, have some movie screening for kids- cartoon or something. Give them small prizes for it. Have some softdrinks and some basic chat or snacks arranged, it definitely works in small budget but employees would remember it for a long time to come coz that incudes families as well.
Regards,
Sirisha Chada.
From India, Bangalore
Dear Nipuna
Good thought. Few things to consider
1) How much will the management be involved.
2) Age group of the employees
3) HR / Employee ratio, a balance is required.
Best is to hire an external person on assignment basis .
You can run an opinion / suggestion survery in your company and see for yourself as to what will engage them.
Start an HR newsletter and request people to contribute.
Start quality circles concept and populate the same.
Regards
Sonali
From India, Thana
Good thought. Few things to consider
1) How much will the management be involved.
2) Age group of the employees
3) HR / Employee ratio, a balance is required.
Best is to hire an external person on assignment basis .
You can run an opinion / suggestion survery in your company and see for yourself as to what will engage them.
Start an HR newsletter and request people to contribute.
Start quality circles concept and populate the same.
Regards
Sonali
From India, Thana
Hi...
We have a lot of fun activities like competitons (cubicle decoration, nameplate making etc.). Also, twice a month we have training sessions where the employees give ppt's on various topics, so that the employees gain knowledge on subjects which is outside their job profile also. We have had a very positive response towards this and this activity is goin on since past 6 months. And absolutely at zero cost since it is inhouse training.
From India, Mumbai
We have a lot of fun activities like competitons (cubicle decoration, nameplate making etc.). Also, twice a month we have training sessions where the employees give ppt's on various topics, so that the employees gain knowledge on subjects which is outside their job profile also. We have had a very positive response towards this and this activity is goin on since past 6 months. And absolutely at zero cost since it is inhouse training.
From India, Mumbai
hello every one
we can have juice day at work plce
or family day- were employees can bring their childrens and spouce to their organisation and can have a good network,
and also childrens school day were employee children can be entertained at workplace...this can motivate employees and can reduce family stress..
i hope can help
regards
Shafahat Rasool
Osource
Human Resources
From India, Mumbai
we can have juice day at work plce
or family day- were employees can bring their childrens and spouce to their organisation and can have a good network,
and also childrens school day were employee children can be entertained at workplace...this can motivate employees and can reduce family stress..
i hope can help
regards
Shafahat Rasool
Osource
Human Resources
From India, Mumbai
Dear,
You can start cross -sectional/divisional training programs under which employees will be rotating in other departments ,their they will learn the functionalities of that department and will help them in multitasking, and not just that they will have very good relations with other departments as they have worked and know functions very well. This will give motivation to them as they are not doing their regular monotonous job.
Hope this will be a good activity for you as it benefits an organization in manifold by maintaining employee engagement environment.
regards,
Durga
:icon1:
From India, Mumbai
You can start cross -sectional/divisional training programs under which employees will be rotating in other departments ,their they will learn the functionalities of that department and will help them in multitasking, and not just that they will have very good relations with other departments as they have worked and know functions very well. This will give motivation to them as they are not doing their regular monotonous job.
Hope this will be a good activity for you as it benefits an organization in manifold by maintaining employee engagement environment.
regards,
Durga
From India, Mumbai
Hi
The problem with most talent management programmes is that they focus on the collective rather than the individual. Each individual employee will be motivated by different things and it is only once we understand what motivates a particular individual, will we be able to put in place a programme that attracts, engages and motivates that individual. You cannot have a one size fits all approach as this will only satisfy all employees partially.
We employ a process called Motivation Architecting wherein we establish the EXACT motivators for key employees that you wish to retain. It would be ideal to apply it to all employees but this could prove costly. We are having great success with our clients using this tool.
Kind Regards
Dr. Myles John Hopkins
20:20 Vision Creators
From South Africa, Johannesburg
The problem with most talent management programmes is that they focus on the collective rather than the individual. Each individual employee will be motivated by different things and it is only once we understand what motivates a particular individual, will we be able to put in place a programme that attracts, engages and motivates that individual. You cannot have a one size fits all approach as this will only satisfy all employees partially.
We employ a process called Motivation Architecting wherein we establish the EXACT motivators for key employees that you wish to retain. It would be ideal to apply it to all employees but this could prove costly. We are having great success with our clients using this tool.
Kind Regards
Dr. Myles John Hopkins
20:20 Vision Creators
From South Africa, Johannesburg
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Employee-engage ment.prn_190.pd f
Employee Engagement Study.doc
Employee engagement.ppt