Design an ongoing employee engagement program that meets multiple long-term objectives regarding employment branding/retention strategy/appraisal/highly and beneficially engaged employees
WHY EMPLOYEE ENGAGEMENT:-
1) Studies have shown that employees desire social and psychological achievement beyond compensation and benefits.
2) The more Committed the Employees are in their work, the more motivated they will be in their performance.
3) Organizational expectations of employees and how these expectations are synchronized with the growth of the organization
4) Creating opportunities for employees to engage in inspiring projects of their liking, outside of their official environment, can satisfy their desire for achievement orientation and can result in higher productivity on the job.
5) There is a definite need to understand the career goals and career ambitions of Employees in order to craft a successful career path for them.
As Organization Managers, Human Resources Professionals, Consultants with direct/indirect responsibility for Engaged Employees, we find ourselves in our professional life with many types of Employee Engagement initiatives that are serious/not so serious, with some depth/peripheral , with some impact/minimal or no impact, Very short/short term, etc. In many cases, we find that they are more vacation activities, families getting together, one-off activities, etc. While even the best of them more often than not end up creating a group of reasonably satisfied Employees, they very rarely accomplish the goal of a well-designed Employee Engagement initiative, that of a Group of Satisfied Employees and Performance.
Designing a revolutionary, innovative, research-based EMPLOYEE ENGAGEMENT PROGRAM:-
Extensive research to conceptualize and develop a pioneering, ongoing, long-term employee engagement initiative to clearly meet the goal of PERFORMING and SATISFIED EMPLOYEES, identified the following diverse and critical factors that should be an integral part of such a program that can go a long way in designing such a GAME CHANGER :-
1) EMPLOYMENT MARK
2) STAR ACTORS
3) HIGHLY AND MORE BENEFICIALLY COMMITTED EMPLOYEES
4) SYNCHRONIZATION WITH HIGHER PRODUCTIVITY
5) EXCELLENT COMMUNICATION CHANNELS: COMMUNICATE VISION, GOALS, VALUES THROUGH
6) CONTINUOUS ASSESSMENT AT ALL LEVELS ON DIFFERENT ASPECTS OF PROFESSIONAL AND PERSONAL CHARACTERISTICS AND BEHAVIOR
7) CREATE AN INNOVATIVE AND MOTIVATIONAL ENVIRONMENT AND CULTURE
8) ALL ADMINISTRATIVE AND SUPERVISORY PROFESSIONALS TO TAKE THE LEAD SO OTHERS WILL FOLLOW
9) HIRING AND RETENTION STRATEGIES
10) WORLD-CLASS FEEDBACK MECHANISM TO SUPPORT THE STRUCTURE OF AN EMPLOYEE ENGAGEMENT INDEX, ABLE TO REFLECT AREAS OF IMPROVEMENT, FINE-TUNING REQUIREMENTS, ETC.
We are confident that a comprehensively designed, research-based, ongoing/long-term employee engagement program will go a long way in benefiting both the organization and the employees, as such a program will help align the organization and the goals and values of employees with a great deal of certainty