Employees Engagement Activities

1. Game-Changing Employee Engagement Insights
Indicative Programme Content
• Employee Engagement Dynamics
• Employee Engagement Framework
• Beyond Engagement Alignment
• Common engagement mistakes
• 14 Best Engagement Practices
Collated by Dr. Ajit Kar

2. Employee engagement is the extent to
which employees feel passionate about
their jobs, are committed to the
organization, and put discretionary effort
into their work.
What is Employee Engagement?

3. • A satisfied employee might say:
“I’m extremely satisfied with my job.
I don’t have to do anything, and I
make a lot of money.”
Engagement vs. Satisfaction

4. Defining Employee Engagement
Engagement is the commitment, energy & passion of
employees for their organizations.
• Stay: Desire to be a member of the organisation
• Say : Speak positively about the organisation
• Strive : Go beyond what is minimally required

5. Employee Engagement

6. Employee Engagement Framework
Engagement with
The Organization
Engagement with
“My Manager”
Strategic Alignment Competency
EE

7. Engagement with the Organization
• Measures how engaged employees are with the
organization as a whole.
• Includes employee feelings about and perceptions
of senior management.
• Key components include trust, fairness, values, and
respect - i.e. how people like to be treated by
others, both at work and outside of work.

8. Engagement with “My Manager”
• A more specific measure of how employees feel
about their direct supervisors.
• For most employees, this factor has the largest
impact on day-to-day life at work.
• This includes mutual respect, feeling valued,
being treated fairly, receiving feedback and
direction, etc.

9. Beyond Engagement – Alignment & Competency
Strategic alignment
• Does the organization have a clear
strategy and set of goals?
• Do employees understand how the
work they do contributes to the
organization's success?
• Strategic Alignment ensures that
employee effort is focused in the right
direction.
An organization needs more than just engaged employees in order to
succeed. There are two additional areas that relate to employee
performance and that are closely linked to engagement.
Competency
• Do managers have the skills
needed to get the job done?
• Do managers display the behaviors
needed to motivate employees?
• Competency is measured with 360
Degree Feedback.

10.  Employee Focus Group
 Dipstick Survey
 Synthesis Programme
 Employee Catalyst Program
 Give Back Programme
 Employee-led education programs
 Leader communication channel
EE Best Practices

11.  Stay Surveys
 Out of the Box-Idea
 Corporate Leadership Council
 Banning emails for a day
 Employee of the Quarter Award
 Internal social networking site for the employees
 Buddy Programme
 & More …………………………………..
Best Practices

12.  Employee Focus Group –
 Are set of meetings with the group or team of employees along with their
business HR and head HR. This platform can be used to share information,
encourage people to ask questions and talk about their issues and providing
them sense of belonging and exclusivity thereby fostering open discussions
and communication.
 Dipstick Survey –
 Conducted to feel the employee pulse about the organisation. It helps the
organisation to know what make an employee satisfied, where changes are
required and how employee can contribute more to the growth and success of
the organisation.

13.  Synthesis-
 In monthly ‘synthesis sessions,’ a leader in each department discusses current
challenges and successes as well as changes in the industry.
 In the first 15 minutes of the session, the leader shares current opportunities and
discusses future possibilities.
 The remaining time is devoted to open discussion on any questions employees
have about the organization and concerns that individuals may have about
blockers to their ability to help the organization achieve its goals.
 Employee Catalyst Program –
 An employee catalysts is an employee from the floor who increases the
effectiveness of people practices without being an HR person.
 The catalysts will play a key role in facilitating integration of new joiners, guiding
the Employees to access HR Info, Help drive Fun@ workplace initiatives, Support
HR Initiatives, Enhance Employee Engagement, Facilitate Better communication,
Improve Work Environment etc.
 They should undergo a structured training programme which helps them build
Cross Functional Learning, Opportunity to develop People management,
Interpersonal and Facilitation skills.

14.  Give Back Programme-
 Getting involved in social and charity initiatives.
 Giving back creates a positive mentality. It also fosters pride and
loyalty. Get the team together, have everyone pitch a cause and pick
the one you want to support.
 Employee-led education programs –
Encourage employees to learn from each
other.
They teach classes and workshops that
range from extracurricular skills to those
that are essential to their roles.
The community aspect fosters
collaboration and team support.

15. Leader communication channel –
Internal communication software where leaders are present and
available to discuss with employees on issues relating to work place.
Stay Surveys -
‘Stay Surveys’ as a way to re-engage with employees.
Employees are encouraged to discuss their career development
needs as well as any blockers to their long term success at the
organization.
Out of the Box-Idea –
An improvement suggestion offered by the employees for
enhancing the functioning of the various departments.
Modalities and incentive process can be worked out keeping in
view the organization context.

16.  Corporate Leadership Council –
 The results are generic and include things like: letting employees see
how their job fits into the big picture, providing regular, timely and
tactful feedback.
 Providing regular information about the company, allowing employees
to have a say in how their jobs are done, allowing for social interaction
with leaders.
 Banning emails for a day –
 One day every month can be picked to ban emailing.
 If someone has query or a question, they will have to go talk to their
seniors, coworkers or junior in person.
 So face-to-face communication with others can make invaluable
employee engagement moments.

17.  Employee of the Quarter Award- Conducting a small award
ceremonial every quarter where the best employee is appreciated
and facilitated for all the hard work can give the necessary boost
at work.
 Internal social networking site for the employees - Build an
internal social networking site for the employees as it helps bridge
a gap between the top management and the employees at junior
positions.
 Buddy Programme – Buddy programme is very significant for
employee engagement activities. The top performers should train
new recruits.

18. Conduct Hackathons and Ideathons
• Hackathon is a medium for people to find creative solutions to organizational
problems.
• Employees work towards creating the best solution to a given business problem,
which fosters innovation.
• Exciting online contests can be rolled out to keep the workforce motivated and
engaged.
How to conduct an internal hackathon
• Conducting an internal hackathon for your employees is a simple process where
an organization quickly sets up the event page with a challenge, parameters and
evaluation criteria.
• Once the page is live, participants can register individually or as a team, get
reminders and live rankings.
• In the final stage, the judges assess the project’s performance and grade them.
• Solving a business problem, accompanied by rewards and recognition, drives
enhanced engagement and employee participation.

19. Remote work survey –
It is designed to help organizations survey their workforce and
gauge essential parameters -
• Such as the availability of resources, organizational support,
clarity from their managers on their role and work.
• Such a survey can help organizations reach out to their
employees and make them feel heard and appreciated.
A remote work readiness assessment is designed to help
organizations determine whether their employees possess the
necessary skills to work from home efficiently and productively.
It can be based on a standard set of competencies or
customized to an organization’s specific needs.

20. Organise regular Sync-Ups
• A typical workday allowed teams to meet and sync-up
frequently, with weekly stand-ups and other such
engagements.
• Its all about regular team catch-ups and town halls are
critical to ensure that teams don’t feel lost and
disengaged.
• They also allow employees to remain informed about
the latest developments, challenges, industry
scenarios, etc.

21. • Provide tools, resources and equipment in abundance.
• Enhance the work environment in any way possible.
• Reward and recognize the efforts of others in a way that’s meaningful to the
individual.
• Establish fair performance goals.
• Communicate clear expectations.
• Regularly clarify priorities and offer individualized feedback.
• Delegate work to engaged employees according to their interests and talents.
• Support skill development and learn to manage talent.
• Actively help employees build meaningful long-term careers.
• Listen to employees, share your insights and experience.
• Work to increase transparency wherever possible.
• Promote core organizational values and reinforce them through management
behaviors.
How to Improve Engagement

22. Social Connect - https://linktr.ee/dr.ajitkar