Hi All,
I have been recently giving a new role of handling EMPLOYEE ENGAGEMENT in my organization. We are an E-learning company. We are thinking of Rewards and Recognition for our Content and IT team but I am a little confused on what metrics the R\'n\'R can be initiated in these departments. Also, if you can suggest and give an insight on how Employee Engagement works!!!
Valuable suggestions will be helpful in my new role!!!
From India, New Delhi
I have been recently giving a new role of handling EMPLOYEE ENGAGEMENT in my organization. We are an E-learning company. We are thinking of Rewards and Recognition for our Content and IT team but I am a little confused on what metrics the R\'n\'R can be initiated in these departments. Also, if you can suggest and give an insight on how Employee Engagement works!!!
Valuable suggestions will be helpful in my new role!!!
From India, New Delhi
135
Hi Ankita,
As far as Employee Engagement goes, you have been provided the best Document, that contains Employee Engagement in a nutshell by Abedeen. I thank him for sharing this piece of Info.
I had exactly the same question yesterday i.e. Metrics or Parameters for RnR Programs.
Here are a few parameters that I suggested to a member. These are the ones that I have generally used in all the organizations I have worked.
The Parameters for Reward and Recognition, for any industry are almost the same.
1) Attendance....
I particularly feel that Attendance is one parameter, that shows an employee's dedication
towards his work. Whenever I hire a new individual, I always take a look at his previous
company's attendance.
2)Productivity....
Here you need to get in touch with the operations managers and ask the to rate the employees
on their productivity.
3)Speed of Improvement
Now this is a little catchy. This is related to productivity, however needs to be perceived a little
broadly. You need to ask the operations, to rate the employee separately on his amount of
productivity i.e. point 2, and on his speed or Rate at which his productivity is growing.
Let me give you an example here, There are 3 candidates. A B & C.
All three have completed a year in the system, however.. A scores high on attendance.. scores low on the other two parameters, B scores high on the first two, however C scores high on Attendance, low on Productivity but very high on Speed/Rate of improvement. In Such a case, C is a better empoylee among these three!
The parameters should be the same for monthly evaluations as well.
Another parameter that u can use is "Contribution to Development" i.e. how much the employee contributes towards the development of other employees and his subordinates. Any employee who develops another employee, is always an asset to the organization. You can get in touch with Operations and ask them rate the employees accordingly. Please remember: For the evaluation to be just and synchronised, always use the percentage method, or a rating from 1 to 10. The percentage method is easier for Attendance, Productivity and Rate of Growth. For Contribution to Development, u can use the 1 to 10 rating and then later convert it into percentage. Thus, the employee with the Highest Average Percentage for all the 4 Parameters, is the best employee for that month or year respectively.
From India, Mumbai
As far as Employee Engagement goes, you have been provided the best Document, that contains Employee Engagement in a nutshell by Abedeen. I thank him for sharing this piece of Info.
I had exactly the same question yesterday i.e. Metrics or Parameters for RnR Programs.
Here are a few parameters that I suggested to a member. These are the ones that I have generally used in all the organizations I have worked.
The Parameters for Reward and Recognition, for any industry are almost the same.
1) Attendance....
I particularly feel that Attendance is one parameter, that shows an employee's dedication
towards his work. Whenever I hire a new individual, I always take a look at his previous
company's attendance.
2)Productivity....
Here you need to get in touch with the operations managers and ask the to rate the employees
on their productivity.
3)Speed of Improvement
Now this is a little catchy. This is related to productivity, however needs to be perceived a little
broadly. You need to ask the operations, to rate the employee separately on his amount of
productivity i.e. point 2, and on his speed or Rate at which his productivity is growing.
Let me give you an example here, There are 3 candidates. A B & C.
All three have completed a year in the system, however.. A scores high on attendance.. scores low on the other two parameters, B scores high on the first two, however C scores high on Attendance, low on Productivity but very high on Speed/Rate of improvement. In Such a case, C is a better empoylee among these three!
The parameters should be the same for monthly evaluations as well.
Another parameter that u can use is "Contribution to Development" i.e. how much the employee contributes towards the development of other employees and his subordinates. Any employee who develops another employee, is always an asset to the organization. You can get in touch with Operations and ask them rate the employees accordingly. Please remember: For the evaluation to be just and synchronised, always use the percentage method, or a rating from 1 to 10. The percentage method is easier for Attendance, Productivity and Rate of Growth. For Contribution to Development, u can use the 1 to 10 rating and then later convert it into percentage. Thus, the employee with the Highest Average Percentage for all the 4 Parameters, is the best employee for that month or year respectively.
From India, Mumbai
Hi Puneet,
Thanks for the suggestion. I am a little confused for the Content team as this team's metrics on the basis of performance will be a little tricky to analyse on such basis. Also, I would like to know what all can I implement apart from R'n'R in order to boost the morale of the employees.
Regards
Ankita
From India, New Delhi
Thanks for the suggestion. I am a little confused for the Content team as this team's metrics on the basis of performance will be a little tricky to analyse on such basis. Also, I would like to know what all can I implement apart from R'n'R in order to boost the morale of the employees.
Regards
Ankita
From India, New Delhi
Thanks Mr Saikumar & u r most welcome Ankita...
Ankita,
There are many things that you can do to boost the employees' morale like:
-Organising a Outdoor Game's Tournament...
-Singing Contests
-Best Baby Picture Contest...
These are a few things I have done :
1) I used to ask the employees to mail one Joke compulsorily and I used to enact the best Joke with the help of Volunteers at the end of the shift. It helped a lot.
2) I used to ask the employees to be punctual, well dressed and compulsorily follow the admin rules.. I used to give them points for this and the person with the highest points was given a gift by the rest of the employees.
3) Outdoor Picnics every month without fail. I used to ensure that the employees get as many family members as they can. This helped me, coz when an employee, a Sr.Manager was about to quit for better prospects, his Mom forced him to continue with the job and today he is the VP-PAN INDIA for that Department.
Try to get the employees emotionally attached to the company. Once the emotional bond strengthens, trust me your attrition will reduce to almost nil.
From India, Mumbai
Ankita,
There are many things that you can do to boost the employees' morale like:
-Organising a Outdoor Game's Tournament...
-Singing Contests
-Best Baby Picture Contest...
These are a few things I have done :
1) I used to ask the employees to mail one Joke compulsorily and I used to enact the best Joke with the help of Volunteers at the end of the shift. It helped a lot.
2) I used to ask the employees to be punctual, well dressed and compulsorily follow the admin rules.. I used to give them points for this and the person with the highest points was given a gift by the rest of the employees.
3) Outdoor Picnics every month without fail. I used to ensure that the employees get as many family members as they can. This helped me, coz when an employee, a Sr.Manager was about to quit for better prospects, his Mom forced him to continue with the job and today he is the VP-PAN INDIA for that Department.
Try to get the employees emotionally attached to the company. Once the emotional bond strengthens, trust me your attrition will reduce to almost nil.
From India, Mumbai
Dear Sir,
Effective engagement of employee means- Utilization of Man power to the optimum.
For Effective Utilization requires, job analysis, job studies/Time motion studies. Targets/work
load to be fixed to the man hours available for work. Other factors also influences on human
beings. All the techniques to be played/utilized for effective utilization by engaging men to
achieve target/maximize production/keep up the product quality with Min.Manpower.
D.Gurumurthy
LL.HR & IR Consultant
From India, Hyderabad
Effective engagement of employee means- Utilization of Man power to the optimum.
For Effective Utilization requires, job analysis, job studies/Time motion studies. Targets/work
load to be fixed to the man hours available for work. Other factors also influences on human
beings. All the techniques to be played/utilized for effective utilization by engaging men to
achieve target/maximize production/keep up the product quality with Min.Manpower.
D.Gurumurthy
LL.HR & IR Consultant
From India, Hyderabad
Dear sir, i am doing m.phil. in management department,now i am going to do thesis in this topic,can u provide me 50 questionnaire related to employee engagement. regards, Manonmani.C
From India, Coimbatore
From India, Coimbatore
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
Employee Appraisal Form new.doc