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Corporate Conclave on Employee Engagement

CORPORATE CONCLAVE-VII

NMIMS Hyderabad organized its flagship event, Corporate Conclave – 7th edition on the 10th of August, 2013. The theme for the event was ‘Employee Engagement’.

Date: 15th August, 2013

CORPORATE-CONCLAVE-ON-EMPLOYEE-ENGAGEMENT

The session was graced by eminent HR professionals from ADP and Amazon and Dr. B. Karunakar, Director NMIMS, Hyderabad. The experts discussed the importance of employee engagement in today’s organizations and how the role of the HR has been instrumental in keeping the employees constantly engaged in the organization.

Mr. George Mathews, Senior Manager – HR, ADP explained various practices to keep employees engaged to their work and organization. He quoted “Engaged employees stay for what they give; disengaged employees stay for what they get”. Involvement is a key parameter in engagement.

NMIMS Hyderabad organized its flagship event, Corporate Conclave – 7th edition on the 10th of August, 2013. The theme for the event was ‘Employee Engagement’.

Date: 15th August, 2013

CORPORATE-CONCLAVE-ON-EMPLOYEE-ENGAGEMENT

According to him, Engagement is a combination of perceptions: Satisfactory, Advocacy, Commitment, Pride and Loyalty.

Categories of Employees

Employees belonging to an organization are categorized as follows:

  • Engaged: These employees stay for what they come.
  • Not Engaged: They are present in the head count of the company, physically present, psychologically absent.
  • Actively Disengaged: Maybe productive, needs are not met.

Organizations Dream

In most organizations around the world the figures of the categories of employees are:

  • 30% are Truly Engaged while 50% are Unengaged and 20 % are Disengaged
  • Engagement Hierarchy Based on Maslow’s Hierarchy of Needs:
  • Actively Disengaged: Maybe productive, needs are not met.
CORPORATE-CONCLAVE-ON-EMPLOYEE-ENGAGEMENT

Prior to being engaged to his/her work and organization, an employer expects certain things from his employees:

Expectations from a Leader:

In most organizations around the world the figures of the categories of employees are:

The leader must have integrity, walk the talk, challenge assumptions, listen, give constructive feedback and have belief in the employees.

Expectation from Self:

The employee must be able to grow and develop himself/herself in the organization. The employee’s talents must be used for the better interest of the company.

Things that a leader can do to engage his/her subordinates in the work are:

  • Be selfless and courageous – Satisfy needs of the employees rather than satisfying the needs of self.
  • Give importance to the fun activities at work like games, celebrating social functions
  • Walk the talk.
  • Communicate freely – Be open and transparent in dealing with your subordinates.
  • Share the bad news with employees first.
  • Practice empathy.
  • Encourage and support risk taking.

Mr. George Mathews spoke of an important theme presented on their annual day; ICON-Innovation Comes on Naturally. Through this school of thought, I-bank (Idea bank), an initiative taken in order to keep the employees more focused on the growth of the organization. Employees from all around the world had posted 4000 ideas out of which 600-700 ideas were actually implemented.

Some of the employee engagement practices as suggested by George Mathews were:

  • Employee lifecycle and beyond: Establishing and maintaining a relationship with the employee starting from the day he walks into the organization and keeping in touch with the employee even when he has left the organization
  • Rewards and recognition
  • Emotional Connect
  • Career growth & development
  • Extended family
  • Yoga workshops
  • Health checkup: Conduct lipid profile test for the health benefit of the employees.
  • Celebrating milestones: Celebrating wedding anniversary of associates. Tying up with big hotels.

The second speaker was Ms. Deepti Varma, Senior Manager – HR, Amazon who discussed the expectations of an organization from the viewpoint of an employee. Employee engagement, according to her, is to give equal opportunity to all the employees. Thereafter it is in their hands to develop their career and tread a path less travelled thus creating a niche. She explained the culture of the organization wherein they hold more importance on people rather than on profits.

CORPORATE-CONCLAVE-ON-EMPLOYEE-ENGAGEMENT

She defined employee engagement as a combination of emotional and intellectual commitment to the organization. She mentioned three attributes that an employee dedicated towards their work should have:

Say: Stay positive to the organization and speak the right language.

Stay: Stay with the organization, take chances and be successful.

Strive: Strive to achieve above and beyond what is expected of your role.

Ms. Deepti Varma emphasized that talent management is how one makes the employment productive. Quoting an example from her past experience, she said that in Amazon, people on the floor conducted trainings and came up with ideas that benefited the organization. She also explained that HR only facilitates employee engagement and the major responsibility lies in the hands of the employees themselves. She referred to a quote by Jeff Bezos, CEO of Amazon, “I don’t care about competition, I care about customers”. Amazon believes that the best customers are the employees themselves. Employee engagement can be measured by attrition rate as a metric. Other ways to keep the employees engaged in the organization are:

  • Connect Emotionally
  • Conduct stay interviews: An anonymous interview asking the team how they feel about the manager etc.
  • Make the employees feel that their family is also a part of the organization.

For more information do refer to :

http://www.thehindu.com/todays-paper/tp-features/tp-educationplus/tips-on-managing-employees/article5013219.ece

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