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Employee Engagement

Management literature now abounds on the impact and need of social impact programmes by corporates. There are also compulsory statutory requirements for companies to adhere by certain minimum standards. A lot of sceptics argue that this goes against the basic principle of for-profit companies. Social impact programmes are also very useful for genuine business metrics such as improvements in talent management practices and retention levels. A study was conducted to verify the claims among management consultants, and a thirty-two percent hike in retention levels was observed among companies with such social good practices. Millions were thus saved in employee turnover costs. Some even accepted salary cuts in order to take a break from their hardcore corporate jobs to work on social engagement projects in rural areas of Asia or Africa. An advantage of participation for a number of middle or entry level managers was that, due to the lower budget, they were able to lead teams, in spite of relatively lesser work experience. The study found that social engagement practices work best when there is a match in skills acquired by the employee and doing good. A mere ‘warm glow’ impact is not sustainable. Companies that are able to scale such programmes into their business, must take care of long-term economic stability.

Source:https://knowledge.insead.edu/responsibility/what-employees-get-out-of-giving-back-7636

Uploaded Dare:19 January 2018

Most firms, especially sales teams typically set out relative incentives to improve productivity. While this works when majority of the employees tend to be selfish, it may even backfire when they are more caring, as happens at non-profit firms or ones that emphasize corporate social responsibility. A study was conducted to gauge a few behavioural tenets. One objective was to ascertain whether the selfish people in the ranks worked harder when relative incentives were put in place. Another was whether the performance of those unselfish would slack off in comparison to the selfish ones. The third was whether overall productivity would actually go down as a result of only few being rewarded, leading to collusion towards non-performance. To answer the first two questions, indeed the selfish ones outperformed the caring employees by about fifteen percent. Collusion did also take place, but surprisingly more so among the selfish ones than others. However, this collusion only took place when there was exactly one such selfish member in the team as they tended to be more strategic in approach. The moment, their numbers swelled to two or more, they became more ruthless and in turn productive. This is a lesson in the field of talent management which team leaders must take care of. While relative incentives work up a treat when employees are in competition from day one, it tends to slack off at places where the focus is on collaboration and teamwork.

Source:https://insight.kellogg.northwestern.edu/article/do-relative-incentives-work/amp

Uploaded Date:14 December 2017

Peter Drucker was among the most influential of business writers and thinkers of the 20th century and a lot of his ideas remain highly relevant to the day. Having consulted leading organizations over decades, certain lessons emerge on life and business. One of them is that true leadership involves empowering those closest to the decision process rather than being pushed down from the top by managers. The best ways to achieving excellence at talent management and employee retention is to give them a challenge which is truly big, so the really good ones can be drawn to the inspiration. Also, employees need to be treated as volunteers, implying that they must feel part of something bigger. Another issue is that most companies look at solutions to problems, rather than finding out why a task is being done in the first place. This needs to be reversed. Drucker was also opposed to laziness, and felt that those who got easily bored, were so due to their own narrow horizons. Companies often look to the past for inspiration and end up dwelling on failures. This leads to the future being compromised and business innovations being ignored. Finally, Drucker always stressed on the need to remain humble.

Source:http://innovationexcellence.com/blog/2017/10/22/7-lessons-on-life-and-business-learned-from-peter-drucker/

Uploaded Date:15 November 2017

It is well known that a significant proportion of US workforce is not actively engaged at work, as per a report by marketing research firm Gartner. The report also states that sixteen percent are in fact actively disengaged and this overall leads to loss of productivity in the US of up to five hundred and fifty billion dollars annually. Thus, increasing employee engagement is now more crucial than ever, so a series of trusted practices have been brought out. Firstly, achievable performance expectations need to be tied to the corporate strategy of the organization. Employees must be provided with adequate tools and resources to perform their jobs. They should also be able to utilize their strengths with full autonomy to the best of possibilities. Individualized relationships need to be honed between colleagues. Any ongoing development needs to be supported and employees need be provided timely feedback.

Source:https://www.forbes.com/sites/forbescoachescouncil/2017/09/07/who-owns-engagement-employees-or-leaders/#39fb60f63213

Uploaded Date:27 October 2017

Employees in several jobs are often encouraged to go beyond their narrow descriptions to help out the organization in other ways they can. While this is useful to the organization, helps the employee learn newer things while also letting him/her feel good, it can also prove to be counterproductive. First of all, it takes away peak productive hours. Also, once the hours are put in doing things beyond their jobs, people tend to continuously expect the same. As part of superiors’ talent management roles, they are expected to draw the line between how much is alright and what constitutes unacceptable expectation. This conditioning is called job crafting whose reins are handed over to the employees themselves. These employees can design their own work schedules with the criteria being the specific hours and the kind of tasks they are suited for. An engineer for example who doesn’t like socializing much can be exempted from attending staff parties, and may instead be allowed to do an all-nighter. Such redesign can help employees attain a work-life balance.

Source:https://hbr.org/2017/09/how-to-motivate-employees-to-go-beyond-their-jobs

Uploaded Date :06 October 2017

 

 

In order to increase customer engagement, it is essential to know one’s audience. Before doing this though, companies must understand its employees. This piece of business intelligence on employee engagement may be gauged through methods such as suggestion boxes, surveys, scorecards and listening tours. Proper employee engagement helps in improving motivation levels, enhancing the measurement of work done and sets a direct engagement with work. In order to excel at such engagement, companies may be advised to put together a few cultural norms in the right place. First of all, a sense of belonging and inclusion needs to be inculcated. Constant corporate training must be provided. A feeling of togetherness and cohesion must be forged. All dealings with employees must be transparent. None of this can exempt the monetary bit, so competitive wages or salaries need to be met. A proper system of looping feedback must be integrated. Performances must be recognized. Crucially, employees must feel empowered and trusted at the workplace.

Source:https://www.forbes.com/sites/forbescoachescouncil/2017/07/17/building-a-blueprint-for-effective-employee-engagement/#7762e4a51424

Uploaded Date:20 July 2017

 

A marketing research assignment was undertaken by Temkin to assess the level of customer experience that companies and are known to provide. A clear link was established between superior Customer eXperience (CX) and Employee Engagement (EE). Due to immense competition in any market, innovation is constantly needed to survive. In addition, customers have become louder thanks to forums such as Yelp or rating sites. Thus, some strategies have been outlined post this study to boost any company’s CX. First of all, in order to emerge as CX leader, one needs to focus first on employees. They need to feel engaged and a passion for their work. This is the task of the HR to connect CX and EE. This includes acknowledgement of employees for the work they do. Even the HR needs to be guided on how best to combine these two seemingly disparate ideas. For doing that constant corporate training for employees and sound onboarding techniques must be applied. Employees prefer clear communications, performance motivation, awards, celebrations and incentives. They feel empowered when involved in the recruitment process and when there are listening platforms. Special efforts must also be taken to engage the middle management levels.

Sourece:https://www.forbes.com/sites/christinecomaford/2017/07/08/the-surprising-link-between-customer-experience-and-employee-engagement/#45064a56b512

Uploaded Date:14 July 2017

 

A detailed study conducted by the Forbes Coaches Council has recently highlighted some key employee benefits by which companies are boosting engagement and productivity. One thing which in particular the millennials appreciate is flexible work schedules. As employees these days are pressed for time but keen to maintain fitness, such fitness programmes on-site can be really beneficial. Along with this, healthy food must be accessible at the workplace. Corporate training programmes must explore the opportunities to conduct sessions on mindfulness and emotional intelligence. Financial education needs to be built in among employees. Special guidance must be provided to newly minted parents or those who are balancing the same while working. Similar form of retirement coaching also needs to be built in to face the myriad challenges. There should even be designated spaces where employees could simply take power naps or snooze breaks. Occasionally to stimulate creativity, flash walks may be initiated. A culture of gratitude where people’s efforts are acknowledged needs to be put in place. Employees must feel a sense of purpose to their work and their contributions ought to be accorded the due importance. As yearly rewards, incentive based trips ought to be offered.

Source:https://www.forbes.com/sites/forbescoachescouncil/2017/07/05/14-employee-well-being-initiatives-that-will-boost-engagement-and-productivity/#502c6b7967bc

Uploaded Date:10 July 2017

An HR consulting startup Just-works has a position of VP who needs to work on both customer and employee success. This startup like several other firms believes that satisfied customers and happy employees are mutually dependent. The Gallup report which recently showed how few Americans are actually engaged at work, directly corresponds to poor customer service satisfaction. This correlation was proven by marketing research conducted by the Tempkin Group’s Employee Engagement Benchmark Study. For creating a more employee-engaged organization, certain steps have emerged to be near universally successful. First of all, employees must feel that activities in the firm correspond to their personal and professional development. Corporate training must remain an integral part of the work patterns. Support towards employees needs to be demonstrated at difficult times. This may be done through individual sessions, coaching or additional benefits being provided. Ultimately, employees must feel a sense of fun and enjoyment at work as this will keep them engaged at it. The ones who perform must be generously doled out rewards and recognition. This recognition need not be financial, but an acknowledgement of the good work done or effort put in.

Source:https://www.forbes.com/sites/shephyken/2017/05/27/how-happy-employees-make-happy-customers/#6d2a307d5c35

Uploaded Date:27/06/2017

Employee engagement is now considered a key ingredient in winning the other engagement, the one for customers. A higher quality standard and measurable metrics being defined is the first step for this. The healthcare sector was able to implement such policies effectively because a large set of people realized the urgency of the same. A 1999 report stating that just short of a hundred thousand people die every year in hospitals from avoidable errors, proved to be the catalyst as it triggered a tremendous reaction. Cleanliness, nursing and physician care have all improved leading to improvements in healthcare stemming not from patient but employee engagement. Organizations are becoming adept at using business analytics to measure customers’ viewpoints, yet this can only carry us thus far. Beyond a certain stage, it gets imperative to evaluate the reasons for failure. A dynamic culture where employees are engaged brings results beyond measurable statistics.

Source:http://diginomica.com/2017/06/06/employee-engagement-winning-strategies/

Uploaded Date:27/06/2017

Employee engagement has been proven to be extremely effective in improving productivity. A twenty percent rise in productivity has been confirmed via a study by the Society for Human Resource Management (SHRM). Another study anchored by the Workforce Research Foundation has confirmed that a ten percent increase in engagement investments can lead to an increase in profits by a staggering US$ 2,400 for each employee. The talent recruitment and retention rates improve. The Corporate Leadership Council has advocated an increase in workplace happiness at places where employees are better engaged. Innovation at work also rises. Certain methods have been identified to ensure this engagement improves. One such is regular communication in the form of feedback forms, suggestion boxes and insights. Pulse surveys can be introduced to glean greater business intelligence about employee considerations. Achievements of team members must be recognized as this instills greater motivation. Opportunities must be set aside for employee growth. The company culture also needs to be reshaped to be relevant in the present scenario. For this the employees need to be empowered towards decision making. Realistic expectations must be set and communicated clearly. The management also needs to be consistent in engaging with employee.

Source:http://www.hrmorning.com/employee-engagement-ways-to-build-it-up/

Uploaded Date:27/06/2017

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