Hi all,
Please read my blog on activities for Employee Engagement. Comments, ideas, suggestions, and inputs will be highly valued.
Encounters in Human Resources Practice: Innovation in employee engagement activities - Part 1
Encounters in Human Resources Practice: Innovation in employee engagement activities - Part 1
From India, Mumbai
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82Please read my blog on activities for Employee Engagement. Comments, ideas, suggestions, and inputs will be highly valued.
Encounters in Human Resources Practice: Innovation in employee engagement activities - Part 1
Encounters in Human Resources Practice: Innovation in employee engagement activities - Part 1
From India, Mumbai
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Employee engagement is something the employee does based on how they are treated. If you want to produce a fully engaged, highly motivated, and highly committed workforce, the way to do it is as follows.
Rather than spending its time trying to control employees with goals, targets, orders, bureaucracy, and the like, thus disengaging them, management listens to whatever employees have to say. Management does this often enough to more than satisfy the employee's need to be heard. Management then responds to what was said in a timely and respectful manner to the satisfaction of the employee or better, thus satisfying the employee's need to be respected. Once employees realize this will always be done, they realize that they can influence everything in the workplace.
This ability to influence everything begets a sense of ownership - that this is their workplace just as much as it is anyone's. In the same way, a sense of ownership begets commitment. This process also satisfies t
From United States, Tampa
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Rather than spending its time trying to control employees with goals, targets, orders, bureaucracy, and the like, thus disengaging them, management listens to whatever employees have to say. Management does this often enough to more than satisfy the employee's need to be heard. Management then responds to what was said in a timely and respectful manner to the satisfaction of the employee or better, thus satisfying the employee's need to be respected. Once employees realize this will always be done, they realize that they can influence everything in the workplace.
This ability to influence everything begets a sense of ownership - that this is their workplace just as much as it is anyone's. In the same way, a sense of ownership begets commitment. This process also satisfies t
From United States, Tampa
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Jhuma,
I tried posting but it came out wrong so here is a second attempt.
Creating a fully engaged workforce is extremely important, but having enjoyable parties is only a short-term fix and not a long-term one. Employee engagement is something the employee does based on how they are treated. If you want to produce a fully engaged, highly motivated, and highly committed workforce, the way to do it is as follows.
Rather than spending its time trying to control employees with goals, targets, orders, bureaucracy, and the like thus disengaging them, management listens to whatever employees have to say. Management does this often enough to more than satisfy the employee's need to be heard.
Management then responds to what was said in a timely and respectful manner to the satisfaction of the employee or better thus satisfying the employee's need to be respected. Once employees realize this will always be done, they realize that they can influence everything in the workplace.
This ability to influence everything begets a sense of ownership - that this is their workplace just as much as it is anyone's. In the same way, a sense of ownership begets commitment. This process also satisfies the employee's needs to have competence, autonomy, and relatedness, and with all needs satisfied, they will choose to become engaged.
As an executive, I used this exact formula several times and was successful every time. It is a real joy to have a fully engaged workforce because they literally love to come to work and are at least 300% more productive than when not really engaged. It is all in how management treats them. There are more details, but it is easy to learn and execute.
Best regards, Ben Simonton
Leadership is a science and so is engagement
attribution https://www.citehr.com/459387-innova...#ixzz2SW1PguI3
From United States, Tampa
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I tried posting but it came out wrong so here is a second attempt.
Creating a fully engaged workforce is extremely important, but having enjoyable parties is only a short-term fix and not a long-term one. Employee engagement is something the employee does based on how they are treated. If you want to produce a fully engaged, highly motivated, and highly committed workforce, the way to do it is as follows.
Rather than spending its time trying to control employees with goals, targets, orders, bureaucracy, and the like thus disengaging them, management listens to whatever employees have to say. Management does this often enough to more than satisfy the employee's need to be heard.
Management then responds to what was said in a timely and respectful manner to the satisfaction of the employee or better thus satisfying the employee's need to be respected. Once employees realize this will always be done, they realize that they can influence everything in the workplace.
This ability to influence everything begets a sense of ownership - that this is their workplace just as much as it is anyone's. In the same way, a sense of ownership begets commitment. This process also satisfies the employee's needs to have competence, autonomy, and relatedness, and with all needs satisfied, they will choose to become engaged.
As an executive, I used this exact formula several times and was successful every time. It is a real joy to have a fully engaged workforce because they literally love to come to work and are at least 300% more productive than when not really engaged. It is all in how management treats them. There are more details, but it is easy to learn and execute.
Best regards, Ben Simonton
Leadership is a science and so is engagement
attribution https://www.citehr.com/459387-innova...#ixzz2SW1PguI3
From United States, Tampa
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Thank you, Bensimo, for the feedback. What I mentioned is only from the perspective of events and HR activities that I did. Even the fun has to be genuine. As we say, "we are serious about fun." I did put the same efforts into the other perspective of HR, most importantly the transparency and ownership of my responsibilities. I second your opinion on creating a workplace where employees love to come back every day.
From India, Mumbai
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From India, Mumbai
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How to initiate the engagement activities in an organisation especially when one has not done the same before?What should be the exact approach?
From India, Mumbai
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From India, Mumbai
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To initiate Employee Engagement activities, the first step is to build a good relationship with the employees, at least a few of whom should be people influencers. Start by talking to them about some fun activities. Once you have built a good relationship, they will be more likely to engage with you. Ask them for an occasion or create one, and encourage them to influence other members as well.
To execute all these steps effectively, you should allocate a minimum of 3 months' time.
From India, Coimbatore
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To execute all these steps effectively, you should allocate a minimum of 3 months' time.
From India, Coimbatore
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