| Topic : Employee Engagement in 2010 |
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HR Professionals
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Activity:
185 views;
last activity : 07 06 2010 20:18:09 +0000
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A periodic review of their work should be done...
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Setting up the Clear & mutually agreed MBO ( Management By Objectives)
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Benchmarking and indexed approach
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Innovation and dedication are clear indicators of employee engagement
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It is only the Training & Morale
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By his proactiveness!!
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Periodic reports
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by giving him the task that he can finish quickly
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Ask the employee
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Through Improvement suggestion programs
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how to measure employee engagement
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Employees should be asked certain questions based of psycology and emotions which is related to work. These questions should be made in such a manner so that it evaluates how much an employee knows about his goal, expectations, time limit, group, facilities, rewards etc. It also should analyse how the supervisor is behaving with the employee, how much his growth,opinion and activeness in the project is valued etc. All these questions will clearly analyse, how actively the employee is participationg and is engaged in the project... |
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A structured MIS reporting system in place can provide statistic on the employee engagement levels. Based on that report, engagement levels need to planned and managed.
If engagement levels reflected are low on the report, then every effort needs to be made to improve or increase engagement. If business flow temporarily is not adequate like in case of recession, employees need to be engaged in quality and other improvement programs.
In my workplace, the down turn time was effectively utilized for standardization of various process. Restructuring of various verticals were piloted and based on the results tweaked and finalized.
Yes, A periodic review of their work should be done, then only it is possibal.
To evaluate employee performance,any organisation must have 3 basic ingrediants
1,Key responsibility areas2)well laid reporting system3)weekly/fortnightly meeting to find out progress.
Most of the time not recognising the employee contribution and not having clear road for career progression the performance an employee gets deteriorated.
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I think the first step towards in measuring the employee engagement starts from the process of setting the clear goals & objectives and the training plans , strategy , various KPIs and process stadards which might help both the management and employee to measure the success on certain parameters which an employee has achieved during the period for which he/she was being evaluated...wht I feel that in most of the organization this first process is the resulting catalyst which in most of the times has been ignored or not properly processed...If we see the MBO of any employee u will find most of the activities and goals which are asked to achieve not relevant to them..in most of the situations employees are asked to follow which are not part of his/her job..So wht i feel if this process of setting of MBO of an employee has been properly taken care then there would not be having any situation of disagreement between employee and the management...if employee mutually agree on what is stated in his/her MBO management can then measure the success on the different parameters which are part of his/her MBOs.... |
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Even after setting MBOs, there must be periodic review with each one of them and identify gaps. Address them upfront without waiting for yearly review.
Theoretically this idea seems to be the best but in practice this is almost a failure, because sometimes this so called objectivity becomes a subjectivity because most of the time the agreement is made between an employee and his immediate superior or his next superior at the second stage. I have myself experienced in large organizations that most of the time there is a misuse of this. The people at top who really want to reward the performance will never know the fact. I have seen myself that the parties who are either appraisers or appraisees are not honest on it. Generally during this period I have seen the activities of obliging the people who have to agree or disagree and a time of parties starts which throws the real performer who is really an honest performer gets nothing out of it and the people who are incompetent get the awards. Such people who are not qualified for the job are experts in obliging the appraisers by doing all the things which are known as improper like costly parties,costly gifts, supply of other things, who happily accept such gifts. Sometimes the higher bosses are not fair and they instruct their junior appraisers to limit the award to the appraisees because either the number of awards to be given have to be kept limited or they are biased against the appraisees
This system can be improved by involving the third party who do not have any direct connection which the function in which the appraisees are working, then only we can get better results
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Employee engagement is a concept that is generally viewed as a matter of discretion. Engaged employees feel a strong emotional bond to the organization that employs them. This benchmarking and an indexed approach should be used to examine activities to drive employee engagement programs, whether formal or ad hoc, and their impact on the organization. Industry benchmarks can also be evolved through these studies.
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I feel that if an employee is well engaged and fully involved with his task, it will be expressed in his approach in terms of innovation and personal dedication. Getting employees to fall in that track is the main challenge for managers. Clarity of objectives, good interaction and positive feedback for efforts and acheivements are some of the ingredients of a sucessful management strategy. |
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I would like to specify that a point of relization should be there that specifies one of the things like you said .But there are lot of things to come up |
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I feel taking up the responsibility given by his boss and working and giving the best can be done by most of the employees. However, if an employee can proactively come forward and show his interest towards the work, then by this i feel the employer can better judge an employee. However, even the boss has to accept/correct him/her if right/wrong at that point in time and respect his/her interest, and only then it can be a win-win situation and employee feels appreciated. .. Thank you, Manish N Cheers!! |
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Checking their periodic reports will help you to measure the desired engagement.One has to continuously monitor the process for a better results.. |
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By analysing the employee's attitude the level of task should be increased afterwards if he performance is really good , his salary must be increased for which he deserves.The employee's satisfaction is more important than the company's turnover.If all the employees are really satisfied the steps that we take for the engagement of the employees can be skipped and also turnover will not be affected |
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Ask the employee to put down his contributions made to the company (could be at various levels and not restricted to his own field of work). Measure it against the benefits the company was able to receive from these contributions. These could be cross verified with the relevant departments to which these contributions were made. |
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I think that the number of suggestion provided by the employees to improve the processes or fix the problems cna show us the level of engagement of the employees. |
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One of the methods to measure employee engagement is by developing a structured reporting system depending upon the type of work and periodical review of the report along with the concerned employee .The review shall be cordial ,lesstime consuming and creating a feeling of team work ,and the leader giving maximum support with regard to the difficulties ,if any,faced by the individual concerned.this followed up with reward by way of appreciation will boost the morale of the individual and encourage him/her to take up more and more challenging jobs voluntarily since majority of them doesnot want to be idle g.n.yoganarasimhan be(civil),mie,fiv,pgdv |
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