Organizations seek to maximize the productivity and profitability of their staff ! Individuals seek satisfaction from their work ! If both can be achieved concurrently , there is a true Win-Win ! The impact of an ‘engaged’ workforce over an ‘unengaged’ one is dramatic

1. Employee engagement

2. Employee Engagement
 Employee engagement can be defined as an employee putting forth
extra discretionary effort, as well as the likelihood of the employee
being loyal and remaining with the organization over the long haul.
Research shows that engaged employees: perform better, put in
extra efforts to help get the job done, show a strong level of
commitment to the organization, and are more motivated and
optimistic about their work goals. Employers with engaged
employees tend to experience low employee turnover and more
impressive business outcomes.

3. What is employee engagement
Attracting, Retaining & Developing
Talent to Enhance Organizational
Capability

4. Importance

Attrition in India to top world charts in 2013; one in four employees to change jobs
One in four employees in the organized sector in India is set to switch jobs, the
highest attrition rate globally, according to a Hay Group study. The series of
fresh investments planned across sectors could raise demand for talent
even as economic conditions remain tepid, raising concerns on employee
engagement and retention.
By Ross Reck According to a recent article in The Economic Times, India is "in
the eye of an employee turnover storm. " With a projected employee
turnover rate of 26.9% for 2013, India will lead the world in employee
turnover. Recruiting and training replacement employees is expensive and
has a significant .negative impact on a company's bottom line.
The attrition level is become a hard nut to crack in business peoples, only good
employee engagement activities can drive a good path for business
success. Retaining employees is gaining importance in today‟s business
world.

5. Its a step ahead than employee
Satisfaction:
Employee engagement is more than just the current HR 'buzzword'; it is
essential. In order for organizations to meet and surpass organizational
objectives, employees must be engaged.
 Belief in the organization
 Desire to work to make things better
 Understanding of business context and the „bigger picture‟
 Respectful of and helpful to colleagues
 Willingness to „go the extra mile‟
 Keeping up to date with developments in the field

6. Drivers of Engagement - What
matters most?
Knowing whether employees are engaged or disengaged is only the first step. You also
need to be able to take action on the results. You need to understand the key drivers
of engagement and disengagement, and you need to be able to plan activities or
initiatives that will have the greatest impact on increasing engagement. The elements
that drive engagement are usually similar across most companies, but the specific
concerns and level of importance are unique and specific in every company and even
in different demographic subgroups within a company. We employ two techniques
that enable you to identify the key drivers of engagement in your company and to
understand what to focus on and how to improve in those areas.
Priority Level - we look at the statistical patterns across all groups in your organization
to determine which items are impacting overall engagement within each demographic
group. Items with low scores that are strongly linked to engagement are the areas
where you will want to focus your change initiatives and engagement strategy.
Virtual Focus Groups - next, we ask targeted follow-up questions at the end of the
survey that ask employees to provide examples of problems as well as suggestions
for how to improve. Once you have identified an area that needs improvement, you
can turn to the comments where you will often find detailed information that provides
the specific what, why, and how so you can take action.

7. ENABLERS OF ENGAGEMENT
The below four enablers of engagement have proved to be useful lenses which can help
organizations assess the effectiveness of their approaches.
 Visible, empowering leadership providing a strong strategic narrative about the
organization, where it‟s come from and where it‟s going.
 Engaging managers who focus their people and give them scope, treat their people
as individuals and coach and stretch their people.
 There is employee voice throughout the organizations, for reinforcing and
challenging views, between functions and externally, employees are seen as central
to the solution.
 There is organizational integrity – the values on the wall are reflected in day to day
behaviors. There is no „say –do‟ gap.

8. Hints to employee engagement
activities
1. Picnic at regular intervals
2. Movie at interval of 2 months
3. A daily column, written by CEO, on the
intranet with company announcements /
programs etc.
4. Update via an overhead paging system,
which is used to recognize employees for
significant business achievements.

9.  5. Employee suggestion systems / quick
responses.
 6. Replay on the intranet about the president‟s /
CEO‟s press conference.
 7. Live version of internal house magazine.
 8. CEO spending time in face to face
communication with staff.
 9. CEO based FAQ questions on company
business

10.  10. ONLINE “ask the CEO” mailbox.
 11. Monthly staff awards
 12. Annual staff awards
 13. Weekly blog related to serious business
issues and staff to read / comments.
 14. Appointment of disaster management team
 15. Appointment of emergency management
team

11.  16. Problem solving committee.
 17. Quality assurance committee.
 18. Conducting soft skills training program as well as
required training programs
 19. Online real-time tracking of progress. Employees can
view company progress towards targets / goals.
 20. Provide long term strategic vision for business
growth.
 21. Indoor Games as well as Outdoor games, like
Chess, Cricket, Badminton etc..
 22. Celebration of Employees Birthday
 23. Employee Feedback form
 24. Staff Day

12. End
Organizations seek to maximize the productivity and profitability of their staff !
Individuals seek satisfaction from their work !
If both can be achieved concurrently , there is a true Win-Win !
The impact of an „engaged‟ workforce over an „unengaged‟ one is dramatic.

13. Thank You
Green Wind Solutions Pvt Ltd
Corporate Consultants
GA Top Towers. Shornur Road. Thiruvambadi P O.Thrissur-680022.Kerala
Phone: +919020996968;+91-8891418440 , Email: greenwind@outlook.com
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