Employee Engagement

and Work-Life Balance

Reshi Jain
Ravi Jalan
Deepti Pillai
Arun Agarwal
Mandira Popat
Akshyat Bhatia
 What is Employee Engagement?

“The state of emotional and intellectual

commitment of a person, group or
organization to the entity with whom they are
employed.”
“Engagement is not about “WHAT” people do.
It is the driver of “HOW” they do it and
“WHO” they do it for.”
What Attaches an Employee to the Role?
• Status
• Money
• Tasks
• Positioning of the role
• Career development opportunities
• Learning and Development opportunities
• Future prospects
Importance of Employee Engagement
 3 basic aspects of employee engagement
according to the global studies are:-

• The employees and their own unique

psychological make up and experience
• The employers and their ability to create the
conditions that promote employee
engagement
• Interaction between employees at all levels
 Issues in Work-Life Balance
• Role overload
– Time and energy demands from multiple roles too
overwhelming or stressful
• Work-to-family interference
– Work demands make it difficult to fulfill family-role
responsibilities
• Family-to-work interference
– Family demands make it difficult to fulfill work
responsibilities
• Care-giver strain
– Stress due to the need to provide care and assistance to
someone else who requires it
What are Work-life Balance Initiatives?

“Benefits, policies, programs that help create a

better balance between the demands of the
job and the healthy management and
enjoyment of life outside work.”
 Benefits of Work-life Balance
Programs
• Attracts new employees
• Employee retention
• Builds diversity in skills and personnel
• Improves morale
• Reduces sickness and absenteeism
• Enhances working relationships between colleagues
• Encourages employees to show more initiative and
teamwork
• Increases levels of production and satisfaction
• Decreases stress and burn-out
 Issues in Work-Life Balance
• Role overload
– Time and energy demands from multiple roles too
overwhelming or stressful
• Work-to-family interference
– Work demands make it difficult to fulfill family-role
responsibilities
• Family-to-work interference
– Family demands make it difficult to fulfill work
responsibilities
• Care-giver strain
– Stress due to the need to provide care and assistance to
someone else who requires it
What are Work-life Balance Initiatives?

“Benefits, policies, programs that help create a

better balance between the demands of the
job and the healthy management and
enjoyment of life outside work.”
 Benefits of Work-life Balance
Programs
• Attracts new employees
• Employee retention
• Builds diversity in skills and personnel
• Improves morale
• Reduces sickness and absenteeism
• Enhances working relationships between colleagues
• Encourages employees to show more initiative and
teamwork
• Increases levels of production and satisfaction
• Decreases stress and burn-out
 Work-life Balance at Marico
• Various employee surveys conducted before
initiating the work-life balance program
– Member engagement surveys
– Feedback from ex-Mariconians
• Employees referred to as members to increase
employee engagement
– Even ex-mariconians are referred to as members
• Creation of trust and empowerment
– No formal monitoring and recording of leave
– Employees maintain their own leave records
– Employees relied upon to file their own travel expenses
 Work-life Balance at Marico
• Healthcare- range of personal benefits for member +
family
– Health insurance
– Medical schemes
• A guide assigned to a new member
– Helps member get acclimatized to Marico
– Informal queries can be directed to the guide
• Regular training session for employees
– On-the-job training + cross functional training
– Regular job rotation
– Functional experts
– Outbound trainings
 Work-life Balance at Marico
• Fun at work: various contests, celebrations
organized for members
– Marico Day
– Friday Dhamaka
– Members’ birthdays celebrated
– External and Internal cricket tournaments organized
• Department offsite
– Departments go on a trip for team bonding and
enjoyment
• Long term relationship with employees
– Ex-mariconians invited to company gatherings
 Work-life Balance at Marico
• Unique come back policy
– If interested, ex-mariconians given preference in
case of new job openings
• Flexible remuneration structure
– Employees choose different heads under which
they want their compensation to be split
• Family leave, maternity, paternity and other
leave policies in place
 Recommendations to improve work-
life program at Marico
• Flexible working hours should be introduced
• Child-care centers on campus to
accommodate children of working parents
• Fitness centers on campus to accommodate
the health conscious members
• A strong incentive-linked referral program
should be put in place
Employee Engagement
@ TCS
 Vision, Mission and Values
VISION
Global Top 10 by 2010

MISSION
To help customers achieve their business objectives, by providing
innovative, best-in-class consulting, IT solutions and services.
To make it a joy for all stakeholders to work with us.

VALUES
Leading change. Integrity. Respect for the individual.
Excellence. Learning and Sharing.
 EE At three levels..
• Induction : “The Initial Learning
Program”
• Day-to-Day Activities
• Growth & Senior Level Manager
Development
 The ILP
• New Recruits Induction
• Tata Code of Conduct
• Mission , Vision & Core Values
• Soft-Skills & Technical Subjects
• Trips to fun places e.g. Puri & also Socially
oriented works. E.g. Tribal Childrens’ School
• Valedictory Function
• Awards & Prizes
 On Going Basis….
• The Heart of TCS : “ULTIMATIX”
• Local Intranet : Bulletin Boards, Entertaining And
Informative Articles.
• Full Fledged KMS accessible to all.
• Library, Gym, Music-Room, Sports Facilities & well-
diversified Canteen (Specific Cuisine days etc.)
• Events & Competitions time-to-time
• Surprise quizzes etc.
EE TARGETS AT TCS
 Academic Interface Programme (AIP)

For Faculty
For Students
• Faculty Development Program
• Internships
• Professors from Academia on
sabbatical to TCS
• Workshops
• Regional Meetings Heads of
• Best Student Awards Departments of Colleges

• Short Term Programs by Visiting

• Best Student Project
Professors to TCSers
Awards

• TCS Public Software

Engineering course
 Team TCS - Growth
People

75,000
70,000 79,755**
65,000
60,000 62,832
55,000 45,714
50,000
45,000
40,000 30,121
35,000 24,168
30,000
19,000
25,000 16,800
14,300
20,000
* *
15,000 *
10,000
1999-00 2000-01 2001-02 2002-03 2003-04 2004-05 2005-06 Q3-2006-07

Approximate Figures

** Excluding Subsidiaries
As on 31st Dec. 2006
 Competency building
 Banking
 Financial
Services
E1: Training, Certifications
E2: Project Experience E4  Insurance
 Telecom
E3: Independent capability  Retail
Domain
E4: International Recognition, E3  Healthcare
 Utilities


Mainframe
ERP
Paper publications  Government
E2 

Languages
Databases
 Networking

E1 Delivery
Competency
 Tools

Technology

Behavioral

 Leadership
 Team Working
 Negotiation
 Communication
 Expectations Management

Professional Memberships: IEEE, CSI, IETE etc.

Quality: CSQA, Six Sigma, CMM, PCMM, CMMi assessors
Project Management: PMI, Prince 2
Membership in industry bodies: Nasscom, CII, AIMA, NHRD
Membership of international organizations: Conference Board, Corporate Leadership Council
 Increase
Search, Locate Increase job opportunities ,
& Attract better satisfaction provide for career &
Talent
professional growth

•Better screening •Increase job challenge •Improve technologies

•Right selection tests •Enhance responsibility
•Better interviewing •Reduce stress •More on-site
•Better Marketing causatives •Fair&Transparent PMS
•Better Institute •Enhance
relationship responsiveness •Training, Job rotation,
•Enhance comfort level sabbaticals
Engagement Methods
Regular Feedback
Stress Busters
& Communication •Associate Engagement
•Mentoring
•Theme days
•Satisfaction surveys
•Fun @ Work
•Open house
•Suggestion for improvement

Learning & Development

•Technical
•Soft skills
•Culture specific
 Rewards&Recognition
•Star of the Month
Career Development •Best project
•Right person for the right job
•Best White Papers
•Matching associate aspirations
•Best Suggestion
in allocations
•Best Faculty
•Clear & transparent career paths
•Diverse paths to choose

Performance Management
•Timely
•Transparent
•Fair
•Feedback on performance
 Some Techno Jargons…
• iCALMS : Integrated Competency and Learning
Management
• TAS : Tata administrative services
• PROPEL :Professional excellence, Role
enhancement, Ownership culture, Personal
growth, Employee involvement and Learning.
• PEEP : Progressive Employee Engagement Program
• And so on…..
Employee Engagement At McKinsey
Basic Culture
Knowledge Centre
• Free & Open Environment
• Discussions And Positive Criticism Encouraged
• Building A Strong Sense Of Belonging -
- Stock Options
- One Member From Every Team Contributes To
Admin. Decisions
- Heavy Expenditure By Company - Employee
Learning, Development & Training.
 Employee Engagement At
McKinsey Knowledge Centre
• Personal Development
– Internet Skill Enhancement
– Meditation & Yoga Sessions
– Unbiased Cultural Sentiments
– Hobby Clubs And Societies
• Motto - ‘Happy Employees Mean A Happier
Team’
- Team Games And Outings
- Company Sponsored Health And Gym
- Availability Of Office Canteen And Creche
- Time Outs And Flexible Hours
 Employee Engagement At
McKinsey Knowledge Centre
• Benchmarked Pay Structure
• Engagement Techniques A Result Of Extensive
Market Research
• Added Incentives & Appraisal Bonuses Keep
Top Performers Motivated
• Loan Facility & Sponsorship For Exec. Courses
To Build Long Term Relations
• Monthly Recognition Programme