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1. Employee
Engagement
Presented By : Christabel Mary Davidson
Promila Kiro
Sunny Mervyne Baa

2. What Is Employee Engagement?
"Engagement is a new word for a very old thing.
Engagement is a new word for motivation, passion,
and commitment.
Are You Motivating Your People,
Are You Caring About Your People,
Are You Challenging Your People?"

3. "The newer generations in the workforce also are speaking up,
saying, 'I am not a happy camper and you need to do more to
keep me here, or I am going to pick up my skill set and go
somewhere else, where they will take advantage of my skills,'".
"Those younger workers also are giving voice to boomers and
mature workers, who have been there all along griping by the
water cooler or to each other."

4. Accenture’s Employee
Engagement
1
From an Accenture perspective

5. “"Earlier... fun at work was one of the basic ingredients of
engagement. However, that model has now transformed
into how a person looks at engagement at work, we
have engagement woven into the kind of work, roles and
exposure we give to the young workforce and how we
create a career progression model for them."
says Manoj Biswas, managing director, Human
Resources, Accenture

6. Being an IT company, Accenture makes
extensive use of technology to get feedback
from young employees and incorporate this into
policies. It gathers data from social networking
sites and the company intranet to understand
what younger staff are saying about the work
environment, rewards, recognition, leadership and
culture. It also encourages reverse mentoring to
make sure leaders are engaged with younger
staff.
About Accenture

7. "The younger workforce is very open with working with the
older generation. It is the older generation that needs to break
their mental barriers. Today, GenY wants a much more
participative workforce and leaders have to realise how to make
it so,The company is also piloting a mobile app that will
provide employee feedback on policy, infrastructure, facilities,
work environment, etc. "We will do this for a couple of quarters
and see the result,"
says Biswas.

8. Big concept
Level of Engagement as per Accenture

9. Level • Description
"Devoted"
• Put their heart and soul into their work every day.
• Strive to constantly improve their performance and
• contribute to their company’s success.
"Plugged In"
• Consistently contribute. Push themselves to reach
• challenging work goals. Most of the time, are willing to
• go the extra mile to do their job well.
"Cruise Control"
• Show up for work each day but only occasionally invest
• their full energies at work.
"Checked Out"
• Do no more than the basic requirements of their job.
• Only occasionally summon up the energy to put more
• effort into their work.

10. HOW DO COMPANIES BENEFIT FROM EMPLOYEE ENGAGEMENT
Companies certainly benefit from each employee’s engagement,
but they benefit most when they have a highly engaged
workforce investing Effort, Focus and Enthusiasm day after
day, week after week and year upon year. For any individual
employee, engagement naturally ebbs and flows with
organizational life – roles evolve, priorities change, resources
come and go and career paths morph as some opportunities
fade and new possibilities emerge. But to create a highly
engaged workforce, companies must sustain individual
engagement across time, business cycles, industry
disruptions and changes in leadership. Companies must also
hold on to their most engaged employees. Those highly
engaged employees can spur others to go the extra mile. Their
positive attitudes and behaviors can generate energy,
enthusiasm and focus in co-workers.

11. Big concept
Employee Engagement Programs
🌏

12. Accenture host HR
hackathons, where
employees help break down
and rebuild the people and
HR functions to reflect the
work that they really do (and
need to do)
EXAMPLE

13. Your organization might want to take a different approach
altogether. The important thing is to shift your attention
away from those fickle engagement numbers and focus on
how people experience your organization day by day. This
means moving away from putting people into outdated
workplaces, and redesigning workplaces and practices
around your employees.

14. Employee Reviews
“The culture at Accenture really pushes you to find your
interest, because if you’re more interested in something,
you’re more likely to excel in it.”
Paragone
CLOUD TECHNICAL ARCHITECT SENIOR MANAGER

15. Employee Reviews
Diagram featured by http://slidemodel.com
“I wanted to find a good work-life balance so I could be
there for my daughter. I found it at Accenture.”
UMA
OPERATIONS SERVICE DELIVERY LEAD

16. As per Accenture
Accenture’s Human Performance service line has considered how employee
engagement affects profit, productivity, and innovation. They have found a direct
relationship between employee engagement and profit, productivity, and innovation.
Accenture’s analyses have shown that the higher an organization scores on the ten
areas below, the higher the employee engagement rating.
Recognition and rewards must be linked to job and business performance
Hr systems must provide managers with the information they need
Learning opportunities for current and future positions must be available
Provide tools for staff to find the information they need to perform their jobs
Frequent and effective performance appraisals must be provided
High-performance physical workplace must be created
Significant changes in the organization must be communicated to reduce their impact on
morale and performance
Pay attention to each employee’s career planning and development
HR policies must be fair for all staff members
Recruit individuals with the same goals as the organization

17. "Earlier, people would typically stay in a role for three to four years, before looking for new
roles and responsibilities. Now, however, that is not the case. What we do, beyond monetary
rewards and citations, etc, is give them an opportunity to go and work in locations across the
globe, if they are one of the top performers,"
says Shivaram T, HR business partner

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