SIDDHARTHA CONSULTANCY SERVICES

Add: B-7&8, Ganesh Nagar, Pandav Nagar Complex, New Delhi-92 www.scsuniversal.com

EFFECTIVE EMPLOYEE ENGAGEMENT – A BETTER WAY TO

IMPROVE WORK CULTURE, EMPLOYEE RETENTION COMPANY
PERFORMANCE, CUSTOMER SATISFACTION, PROFITABILITY

EMPLOYEE ENGAGEMENT: An effective tool & transparent approach to re-distribute work and
responsibilities uniformly among its employees. To keep the employees busy and reduce
workload those who are overburdened. It will help to maintain a congenial relationship and
improve morale of employees.

EMPLOYEE ENGAGEMENT: A positive attitude held by the employee towards the organization
and its values. An engaged employee works with colleagues to improve performance within the
job for the benefit of the organization. The organization must work to develop and nurture
engagement, which requires a two-way relationship between employer and employee.

EMPLOYEE ENGAGEMENT IS A PARTNERSHIP BETWEEN AN

ORGANISATIONS AND ITS EMPLOYEES
Most organizations today realize that a satisfied employee is not necessarily the best employee
in terms of loyalty and productivity. It is only an ENGAGED EMPLOYEE who is intellectually and
emotionally bound with the organization who feels passionate about its goals and is committed
towards its values thus he goes the extra mile beyond the basic job. Employee engagement is a
powerful retention strategy. An engaged employee gives his company his 100 percent. When
employees are effectively and positively engaged with their organization, they form an
emotional connection with the company. Employee engagement is a barometer that determines
the association of a person with the organization. It is about creating the passion among
associates to do things beyond what is expected from him.

EMPLOYEE ENGEGEMENT starts right at the selection stage:

 Choosing the right fit for job and giving a realistic job preview
 Strong and effective induction and orientation programme
 To keep up the morale of people and drive them towards excellent performance through
recognition letters, profit sharing schemes, long performance awards etc.
 Regular feedback to all people
 Communication forums like the in-house magazine, and regular surveys and conferences
  By helping to maintain the quality of work-life and a balance between personal/professional
lives, there are recreational activities like festivities, get-togethers, sports etc.
 An open and transparent culture to empower its people.

The result of these practices can be evident through the regular feedback from our employees
collected through surveys; Analysis of these feedbacks shall be taken in to consideration to
implement the feedback.

Diagnostic tool for employee engagement include the following

- Employee’s training
- development of its employees
- career advancement
- performance appraisals systems
- performance management
- Internal communication
- equal opportunity for all
- fair treatment
- pay structures
- benefits administration
- health or medical facilities
- safety of employees
- cooperation among employees and management
- family orientation
- friendliness
- job satisfaction

which helps to create - feeling valued and involved which is

- ENGAGEMENT.

Factors for Higher Employee Engagement

Here is a list of some contributing factors:

 Understanding of corporate Mission, goals/vision

 Understanding of roles and responsibilities and how it contributes to achieve overall
corporate goals
 Clear communication about deliverable and departmental goals, expectations,
directions
 Job descriptions
 Right people for the right job
 Support and tools
  Independence & innovation
 Relationship with boss/direct reports
 Clear feedback on performance
 Recognition of work and contributions
 Providing Learning and development opportunities
 Opportunities for advancement
 Employee must feel Pride for working in organization
 Employee Feedback
 Employee involvement in decision making process
 Work-life balance
 Workplace culture/morale
 Colleague relationships/good team environment
 Fair HR practices

Measuring the Impact of Employee Engagement

 SOME USEFUL COMPANY ENGAGEMENT PROGRAMS COULD INCLUDE
 A daily column, written by Directors, Chairman, on the intranet with company
announcements / programs etc.
 Online real-time tracking of progress. Employees can view company progress towards
targets / goals.
 Provide long term strategic vision for business growth.
 Employee suggestion systems / quick responses.
 Weekly blog related to serious business issues and staff to read / comments.

Questions to Measure Employee Engagement

 Do you know what is expected of you at work?
 Do you have the materials and equipment you need to do your work right?
 At work, do you have the opportunity to do what you do best every day?
 In the last seven days, have you received recognition or praise for doing good work?
 Does your supervisor, or someone at work, seem to care about you as a person?
 Is there someone at work who encourages your development?
 At work, do your opinions seem to count?
 Does the mission/purpose of your company make you feel your job is important?
 Are your associates (fellow employees) committed to doing quality work?
 Do you have a best friend at work?
 In the last six months, has someone at work talked to you about your progress?
 In the last year, have you had opportunities at work to learn and grow?

We can also have a HR folder or an intranet for employees have you have sections like
motivation stories, quotes, Support grievances jokes, etc... Some entertainment for employees
KEY EMPLOYEE ENGAGEMENT OUTCOME METRICS
- EMPLOYEE RETENTION
- COMPANY PERFORMANCE
- CUSTOMER SATISFACTION
- PROFITABILITY

Article By: Mr. Gajendra Khare (M.Sc. (Maths), DIMS, MPA)

Founder – Siddhartha Consultancy Services)
Former HR and Administration Manager, Apparel Group UAE; Mr. Khare has about 14 years of working experience with many
prestigious organization of the country and overseas in the field of Human Resource Development (HRD), Administration, Liasoning,
ISO-9000, MIS (Management Information Systems) and others. He has worked on a number of HRD and quality related assignments
of various organizations. He has also worked in the area of Management Information Systems and implemented ERP modules in
industries. He has been a member of various professional organizations in the fields of HR and quality etc. Mr. Khare has developed
and implemented various HR solutions to the industries successfully. He has also implemented ISO-9001:2008, ISO 13485:2003 CE
and WHO: GMP certification and also handled various administrative assignments and completed successfully.
gkhare@scsuniversal.com; gajendra.khare@gmail.com, web: www.scsuniversal.com