1. DEFINITIVE
GUIDE
EMPLOYEE ENGAGEMENT
USING SMARTPHONE
EMPLOYEE ENGAGEMENT
“Proven strategies to take full advantage of mobile’s growing influence”
USING
SMARTPHONES
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2. EMPLOYEE ENGAGEMENT USING SMARTPHONE
Copyrights 2012
All rights reserved. No part of this publication may be reproduced, stored in a
retrieval system or transmitted in any form or by any means, electronic,
mechanical, photocopying, recording or otherwise without the prior permission
in writing of the publishers.
Published by Drona Mobile in association with Deltecs InfoTech Pvt. Ltd.
Design, layout and production by Drona Mobile.
ABSTRACT
Employee engagement has become one of the most talked about scenarios in small,
medium and large organizations. Engaging employees using Smartphone is definitely
the next step in the evolution of workforce retention. This guide is an extensive study
of engagement and employee service world over that helps to identify the
“transactional” and “emotional” factors that drive employee satisfaction. It clearly
focuses on the practical aspects of deploying Smartphone in existing organizational
culture.
A substantial and growing body of theoretical and field experience is able to provide
reliable guidance on the operational experience with these miniature handheld
resources within the guide.
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3. Employee Engagement using Smartphone
C ONTENTS
SUMMARY............................................................................................................................ 4
INTRODUCTION ................................................................................................................ 4
INDUSTRY STANDARDS.................................................................................................. 5
DO I NEED EMPLOYEE ENGAGEMENT? ...................................................................... 5
Ask these questions to gauge the need of better engagement techniques in your organization ..... 5
FACTORS THAT INFLUENCE EMPLOYEES ................................................................ 5
9 Best Employee Engagement Approaches ...................................................................................... 6
PROBLEM SOLVING USING SMARTPHONES ............................................................ 8
1. Vision – Iterate Company Values and Work Ethics ................................................................... 8
2. Analyze Performance- Scorecards and Surveys ........................................................................ 8
3. Talent and Skill- utilization of resources on the Move .............................................................. 9
4. Constant Training and Development ........................................................................................ 9
5. Opportunity and Flexibility .................................................................................................... 10
6. Socialize with Employees ....................................................................................................... 10
7. Rewards and Incentives ......................................................................................................... 11
8. Personal Engagement ............................................................................................................ 11
LAST MINUTE TRICKS THROUGH SMARTPHONES .............................................12
LAST PIECE OF ADVICE!................................................................................................13
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4. S UMMARY
An Employee Engagement is not just about maximizing productivity; it is also about
creating a psychological association with the organization so that employees feel that
what they do is ‘more than just a job’. This guide is an overview of using the latest
emerging technologies for engaging the employees. Some selected headings from the
paper are:
 Factors that influence each employee
 Problems solved using Smartphone
 Engagement tricks using Smartphone
I NTRODUCTION
People are the most complex & least understood drivers of success. To divide your
organization workforce based on merit and then allocate each one a task and pay them
according to the performance metrics sounds easy but in reality it’s just a dream.
Engagement is the energy, passion that employees have for their employer or, more
specifically, with what their employer is trying to achieve in the market.
3 key behaviours observed in employees that indicate high levels of employee
engagement.
 They have an intense desire to be members of the organization, thus saving
money by eliminating costly turnover.
 They are passionate advocates for their workplace and business. They refer
potential employees and customers, thus reducing cost of hire and sale.
 They go beyond what is minimally required to produce extraordinary services
and results for customers and colleagues, thus creating competitive advantage
for the company.
The latest technology can help enterprises achieve high levels of engagement.
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5. Employee Engagement using Smartphone
I NDUSTRY STANDARDS
Hewitt Associates’ research suggests that while one out of every two employees is
engaged at work, engagement levels vary enormously across organizations - from
highs of nearly 100% to lows in the teens. The average engagement score among
Indian companies is 67% (read on an average 67% employees are engaged or
committed to their organizations), whereas at Best Employers, average engagement is
88%.
D O I NEED E MPLOYEE E NGAGEMENT ?
Entrepreneurs, management, and business heads, managers must make it a priority to
get to know their employees well, this helps the leaders keep their workforce fully
engaged in what they do.
A SKTHESE QUESTIONS TO GAUGE THE N EED OF BETTER ENGAGEME NT
TECHNIQUES IN YOU R O RGANIZATION
 Is each one of your employees happy at all times while working on your
tasks?
 Is the work dreadful and overtiring your employee?
 Have you given your employee a little freedom of expression?
 Does your employee suggest and ask you for small favors on and off?
 Is the dedication that he shows initially on the job role still persisting?
 What have you done to retain such talent?
 Think about it, is your answer a win for everybody in the organization?
Ask yourself the question: ‘What makes our very best mangers so good at what
they do?’ The answer will provide you with a large part of the secret recipe to
create a high performing and highly engaged workforce.
F ACTORS THAT I NFLUENCE E MPLOYEES
Employee engagement activities along with the four management functions:
planning, organizing, motivating and controlling help you stem attrition and
control all organization chaos to balance creative energy that leads to efficiency
in performance and work culture. Simply put, sustaining high business
performance is a product of strategic alignment. Strategic alignment can be
achieved only when all teams across the organization communicate and work
closely together.
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6. 9 B EST E MPLOYEE E NGAGEMENT A PPROACHES
V I S I O N – Reaching the heart: Provide clear and compelling future direction of
the organization and create excitement about being a part of it.
P ER S O NA L E NG A G EM E NT – Leaders & Managers should show an interest in
their well being, when appropriate, enable them to feel more fulfilled and better
balanced. Maintain a high level of personal engagement with all team members.
S ET C OR R EC T G OA L S – Setting aggressive yet achievable goals and address
issues of poor performance by being actively involved.
H O N ES T & C ONS I S T E N T : Leaders should be consistent & align organization’s
mission and vision with employees’ interests.
T R A I N F O R R I G H T S K I L L S : Train employee on constant basis to help them
achieve their goals. Soft skills (problem solving and conflict resolution) training
being equally important.
O PE N A ND A C T I V E F E E D BA C K S : Request a feedback from your employees and
be sure to accept it gracefully and express appreciation. At the same time, offer
regular feedback to employees.
R E WA R D S & I NC ENT I V ES : Offer financial and non-financial rewards. Remember
to celebrate both accomplishments and efforts.
N OT A S H OR T - T ER M I N I T I A T I VE : Don’t start an engagement initiative and then
drop it, your efforts will backfire, creating employee estrangement. The leaders
should be actively involved and excited, making the engagement activity a
priority.
O PP OR T U NI T Y & F L E X I B I L I T Y : Employees look for answers to “Are there
opportunities to grow and develop?” Be flexible to give equal opportunity to
each one to develop required skills and achieve their aspirations. Or flexibility
in time so people don’t feel they are being a slave to the organization.
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7. Employee Engagement using Smartphone
Smartphone can possibly aid in achieving most of the engagement activities.
Think about daily commutes, coffee breaks, waiting for someone the list is
endless when people talk, think, and socialize about their work, there are
multiple chances to grab the attention of your employees who are ‘micro bored’
while they are on the move.
Data that reinforces the strength of the Smartphone (though limited to the USA)
from a mobile analytics firm, Flurry, suggests that mobile application usage is
not only increasing over time, but is also actually ahead of the traditional web
consumption.
Combining the two trends above the most ubiquitous, available, and
connected engaging medium is the screen of a smart-phone.
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8. P ROBLEM S OLVING USING S MARTPHONE
The next big question that might be your problem is how can we use the Smartphone
to engage our employees? Let’s take a problem solving platform like DronaMobile for
example and try to resolve several engagement issues using this platform.
1. V ISION – I TERATE C OMPAN Y V ALUES AN D W ORK E THICS
SITUATION
Fragmented Organization Efforts: Interdepartmental turf wars between rival
managers lead to the emergence of silos, which results in communication gaps
and non-alignment of vision. Management silos almost always result in
fragmented and duplicated budgets and projects, thus wasting valuable
company investments.
ANALYSIS
Iterating the company values and vision, help is quick and right decision
making. Top leadership team should send video messages, pod casts or related
casts on employee Smartphone where they try to imbibe company values and
work ethics in the organization, thereby creating a healthy competition scenario
between different teams. Drona Mobile instant push, offers best video
experience.
2. A NALYZE P ERFORMANCE - S CORECARDS AND S URVEYS
SITUATION
Only Talk No Action: Plans are heavy on talk but light on action. In a political
corporate culture, image management becomes far more important than
promises.
ANALYSIS
The top team must ensure use of adequate scorecards and open employee-
feedback surveys to assess the health and performance of the management
team and their employees, to identify performance roadblocks. The surveys
must be anonymous and conducted by independent consultants on a bi-
quarterly basis via smartphones using Drona Mobile.
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9. Employee Engagement using Smartphone
3. T ALENT AND S KILL - UTILIZATION OF RES OU RCES ON THE M OVE
SITUATION
Ineffective Meetings: Cross-divisions meetings sharing responsibility and
collaborating to solve the problem are unable to be fixed in the nick of time due
to employees being on the move. Talent and skill utilization is another
environmental factor your key employees seek in your workplace.
ANALYSIS
Smartphones ease the nature of such geographically dispersed employee
meetings as the content that needs to be discussed can be sent via the mobile
platform and the response can be traced and analyzed real-time. Business
applications have offered ease of access of information via Smartphone. Be it
emails, CRM, Salesforce, Learning, webex; employees are no more stuck to their
desks for constant involvement. Product collateral resources on Smartphone
can be used by sales reps on the move, to update and also showcase to
prospects.
4. C ONSTANT T RAININ G AND D EVELOPMEN T
SITUATION
Low Productivity: Critical projects fall behind on deadlines, budgets and
performance targets (e.g. sales, market share, quality and other operational
targets). Poorly skilled resources become a major factor low productivity.
ANALYSIS
Right training and development help employees achieve their aggressive goals
and personal aspirations.
Constant training and development can happen on the move when the
employees are in their ‘micro boredom’ moods. A new 10 min training module,
at 8:00 am every alternate day directly on the Smartphone has more impact
than a monthly 1 hour training session. These modules can be scheduled and
pushed directly using Drona Mobile.
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10. 5. O PPORTUNITY AND F LEXIBILIT Y
SITUATION
As an example, in a small company, a manager pursued a new marketing plan
and logo with the help of external consultants. An internal sales rep, with seven
years of ad agency and logo development experience, repeatedly offered to
help. His offer was ignored and he cited Morale Deterioration as one reason
why he quit his job. In fact, the recognition that the company didn't want to take
advantage of his knowledge and capabilities helped precipitate his job search.
ANALYSIS
Active feedback sessions, personal engagement model and aligning personal
aspirations with companies could help avoid above situation. Dronamobile
announcements can be used to broadcast a new opportunity in the company
and feedback module can help gain a quick feedback on regular basis. Tracking
the training activities and interests can enable the manager to understand the
employee interests and offer flexibility & opportunity to the team.
6. S OCIALIZE WITH E MPLOYEES
SITUATION
Stressed Workplace: High rate of absenteeism and employee turnover rate
happen, when it’s all about work, in an organization. Employees who do not find
freedom to express, mingle, emotionalize and socialize around the work floor
(not on the work station) usually end up finding another job role soon.
Workaholics though are a complete exception in here!
ANALYSIS
Using Smartphone interaction employees can be poked, invited for events,
invited to join discussion clubs, offer feedback, answer product survey,
participate in organization development and several other ‘work is fun’
initiatives could be pushed without disturbing a huge lot of other dedicated
workaholics!
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11. Employee Engagement using Smartphone
7. R EWARDS AND I NCENTIVES
SITUATION
At end of long, stressed project, employees efforts not appropriately recognized
and rewarded, leading to ignored and non-valued feeling among the team.
ANALYSIS
Success stories should be propagated across the organization motivating others
and providing due recognition to heros. Drona Mobile Newsletters lets manager
send in success stories, with employee picture or video and rewards received.
8. P ERSONAL E NGAGEMENT
SITUATION
A vice president for customer service at Progress Energy, for example, insists
that his managers really get to know the individuals on their teams as people,
not just employees. He wants to know about their aspirations, interests, and
families. The recognition of the “whole person” sends a powerful message to
employees that the organization understands and appreciates that they have a
life outside work.
ANALYSIS
Every week a video is sent across the team on their Smartphone, featuring one
member his role, professional interests, strengths, weak areas, dreams,
personal interests and what he likes about the organization. This generates a
positive energy and not just the manager but whole team is well-versed with
their team mates and bond well.
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12. L AST M INUTE T RICKS THROUGH S MARTPHONES
Get your employees to use their Smartphone to help you get the best for them
and your organization!
Additionally, a corporate directory accessible by Smartphone provides the
ability to view, search, and contact employees listed in it, and a company news
section allows employees to read updates posted by management. Providing
connectivity to the entire workforce management suite through the mobile
devices you use on a daily basis. The core deal is to improve the productivity of
mobile workers, by engaging them emotionally, pragmatically, socially and
workaholically!
Quality employee retention is critical to the long term health and success of any
business. Managers readily agree that retaining their best employees ensures
customer satisfaction, product sales, satisfied coworkers and reporting staff,
effective succession planning and deeply imbedded company objectives can be
achieved. Then why wait if your employee Smartphone can help you achieve the
desired fall in attrition rates?
Excellent Research statistics provided by Aberdeen Group concludes that the
best-performing organizations “take full advantage of the capabilities that
mobility offers,” and because of it, they’re reaping the inevitable benefits. And
the associated report Mobility in ERP 2011 (partially underwritten by Sage and
SAP) labels organizations whose attention to the integration of mobile
technology with ERP-based HR systems has resulted in their workforce
spending far less time trying to access information as best-in-class
organizations.
Additionally, more of these organizations’ employees turn in complete and on-
time delivery. In 2011, the organizations themselves reported a 30 percent
year-over-year improvement in time-to-decision, better inventory accuracy,
and a low 2.2 days average cycle between service completion and invoicing.
This last number stands in stark contrast to the 10-day average for all other
organizations participating in Aberdeen’s study. Lots more information both in
words and numbers is available on the 3W’s to enhance your knowledge about
employee engagement.
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13. Employee Engagement using Smartphone
L AST PIECE OF A DVICE !
 Leverage executive-training programs through Smartphone and devise an action-
learning team to solve problems and develop strategies.
 Employees’ learning together helps them to work collectively on tasks assigned.
Use collaboration tools (Information and communication technologies) between
geographically dispersed business units and teams.
 Make better use of employees' previous work experience and knowledge.
 Drona Mobile gives widely scattered employees a new way to collaborate and also
encourages innovation. Overcome barriers to communication, such as location and
position within the organization.
 Understand that employees are a competitive edge for the business and
employee’s ability to make more decisions and take part in the organization
strategy formulation will be added advantage for the organization to innovate and
survive in the highly competitive world.
 Wisdom of Crowds- employees who have left the organization connect with them
too via Smartphone
 Encourage employee participation and motivate them to strive even more for
organizational growth and ultimately recruit the best talent!
A BOUT D RONA M OBILE
Drona Mobile (www.dronamobile.com) is a leading mobile solution provider,
core focus being mobile learning and mobile engagement platform for
businesses. It associates itself with some of the fortune 500 list Corporations. It
is committed to help its clients achieve their ‘Engagement’ needs to excel and
believes in the behavioral context of Mobile interaction! Drona Mobile is an end
to end ‘Platform’ to leverage the benefits of technology without bearing cost of
tech skills or IT infrastructure.
For any Enterprise Mobility Needs write to us at info@dronamobile.com or get
regular updates by subscribing to Drona Live Newsletter
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