KB 95 People Engagement

KNOWLEDGE BEANS I SSUE NO 95 | JUNE 2016

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from previous page | CREATING EMPLOYEE EXPERIENCE - Joy George . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

A slew of new age companies are trying different things even before the candidates join the organization, with initiatives viz. ‘keep in touch’, ‘pre-induction’, ‘early engagement’etc. Organizations are beginning to cut the homilies and PPTs during the induction process with a view to make it fun filled. Doing away with bell curve system and making learning sessions bite sized are some of the other key initiatives observed in recent times.

Most of the organizations have adopted an initiative of engagement through ‘fun and frolic’ which is a sure shot way of engaging young work force. This has proved to be one of the most effective means to foster team spirit, team bonding, camaraderie, and best of all, fusion of talents. Important thing for the people leaders, therefore, is not to be mute spectators or mere admirers of such engagement initiatives but rather be active participants. Thus, coax and cajole colleagues and subordinates to be part

takers and be themselves engaged within the workplace to create the right experience. I have done this myself within my organizations and have experienced exalted outcomes viz. low attrition, superlative performance and high productivity. After all, in the current times when we talk of customer advocacy, we cannot afford to ignore our own people who are our ‘internal’customers.

In short, organizations are challenged more than ever to come out with creative thoughts and smart initiatives to provide a comprehensive employee engagement model that can yield the desired employee experience. Employee engagement is getting redefined as it covers various facets of the life cycle.

OD ENTHUSIAST’s ORATE | Charles Godwin P . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . ENHANCINGPEOPLE ENGAGEMENT Charles Godwin P is an

astute Human Resource professional with in depth experience in running the entire assortment of people

programmes and processes in IT industry. He has an extensive exposure to manage change during acquisitions and mergers, building capabilities and talent during high growth phases by executing apt HR interventions. His forte is in talent acquisition, retention, management, engagement and development, employee relations, OD interventions, compensation management, performance management and employee welfare.He has a unique distinction of delivering over five hundred guest lectures to student and industry forums.

Work life equilibrium. Keep them engaged enough at work and leave them alone while away. ‘Retain high value employees’. It is very important in today’s economic backdrop to have happy and productive employees. Employee engagement works best when results are interwoven with relationships. Whatever formal engagement strategies that we may have, the experience is always fantastic, because it's a colourful jungle out there with grapevines aplenty, so the best thing to do would be to open those cages and continue connecting well with people. 4. 5.

There is this interesting anecdote where John F Kennedy asks one janitor at NASA as to what he was doing. The janitor famously replied, "I am helping put a man on the moon". How we wish every employee is engaged as highly as the janitor, aligned to the collective vision of the organization. Talent engagement has provided creative opportunities to every HR Manager. The beauty of engagement lies in the fact that it needs to be customized according to the context and organization. The success, thus emanates through outcomes viz. higher productivity, higher retention, lower grievances etc.

Some of the ways in which this can be achieved include:

"Engagement has to be Human, because People Trust People more than Brands.

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Participative management. Employing not just hands but mind, body and soul.

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Compensation and benefits management with emphasis on healthcare benefits for the employees and their immediate dependents. Some companies have started paying for diagnostics too. Managers and employees essentially want customer focus from HR as they are their first customers. If they are happily engaged they will go the extra mile to keep the companies’customers, whom they serve, happy. An employee told the Chief of HR, "Too often you make promises, and tell us you'll get back to us on something - please remember that by delivering quickly on those promises you build credibility and trust - and if we can rely on you, rest assured, you can rely on us.

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